Performance appraisal communication
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I. Contents of getting performance appraisal communication
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Performance appraisals are formal review systems put in place to evaluate employees' and teams'
performance over a specific period. Effective performance appraisals rely largely on measurable,
quantifiable data such as measures of productivity to ensure fairness across the board. There is a
place for subjective analysis of employee behavior in performance appraisal as well, though.
Since managers work closely with subordinates, they are able to evaluate employees' growth in
areas of personal development, providing additional insight for compensation and promotion
decisions.
Communication Skills
Communication skills are an essential part of an employee's toolkit. Employees in any
organization have to communicate with others at their same level, supervisors at higher levels in
the organization and possibly their subordinates. If an employee displays poor communication
skills, consider bringing the issue up in a performance review. Set goals for increased
communication effectiveness, provide employees with training and mentorship opportunities to
hone their skills and revisit the issue during subsequent performance reviews to gauge how
employees are progressing.
Conflict Management
Conflict management skills rely in part on effective communication skills, but aspects such as
self-control and the ability to think objectively come into play as well. Conflicts are nearly

unavoidable in any workplace setting; the key is to know how to handle conflicts constructively
rather than allowing them to escalate into confrontations and resentment.
Poor conflict management skills can be addressed the same way as poor communication skills in
performance reviews. If you have an employee who is frequently involved in confrontations, set
goals for the employee to improve his conflict management skills, and provide training and
guidance to help him along the way.
Leadership Traits
Not every employee possesses strong leadership traits, and leadership is not something that
everyone can become confident in after training. Rather than making leadership skills a priority
for all employees, as with communication and conflict management skills, use performance
reviews to identify natural leaders among your ranks and give them additional responsibilities to
refine their skills and gain leadership experience. Things to look for when identifying leaders in
performance reviews include employees who regularly speak up in team or company meetings,
volunteer for new assignments and help others when they need assistance.
Reliability and Work Ethic
Reliability and work ethic are intangible factors that tie directly into quantifiable measures of
productivity. Reliable employees are consistently on time for work, never sneak off early and
complete of their regular work and special projects on time. Employees with a solid work ethic
are willing to pick up slack when co-workers miss work or need help and to work long hours
alongside co-workers to meet deadline.
Employers generally give employees the benefit of the doubt when it comes to reliability,
assuming that there will not be any negative issues. When issues do arise, though, such as an
employee who is consistently late for work or who takes longer than others to complete basic
tasks, a performance review can be an ideal opportunity to address the behavior.
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III. Performance appraisal methods

1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases

3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method

In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
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