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1. Sample employee comments on performance appraisal
In this file, you can ref useful information about sample employee comments on performance
appraisal such as sample employee comments on performance appraisal methods, sample
employee comments on performance appraisal tips, sample employee comments on performance
appraisal forms, sample employee comments on performance appraisal phrases … If you need
more assistant for sample employee comments on performance appraisal, please leave your
comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting sample employee comments on performance appraisal
==================
Performance management can be one of the most challenging aspects of a manager’s job. But
when done strategically, and with an end in mind, it can be a positive and even rewarding
experience for the manager as well as the employee.
When I speak to managers, I try to help them understand that managing employees and doing
performance appraisals should just be a part of how things are done and ingrained into the
culture of the organization.
The following 3 tactics can help a manager ease the pain of performance management and help
affect a positive work experience.
1. Setting Expectations
One of the first and most critical steps in effective performance management is setting
expectations for the employee. Employees need clear direction on what their responsibilities are
and a good understanding of what is expected of them. There are a couple of ways to do this
effectively:
The first is to have a detailed job description that is tied to departmental goals which
supports organizational goals. A job description should have very specific job tasks and
SMART goals attached to it.
2. The second is for a manager to spend time with the employee to be sure they are trained
and have a clear understanding of how to do their job, who to go to with questions and
what to do when they get to a stopping point.
The third would be for the manager to meet with the employee at about 90 days and
reiterate the expectations and clarify any possible confusion in task responsibility that
sometimes comes with actually performing job duties.
One trick I’ve learned is to have the employee verbally repeat expectations that are given
to them. This allows you to hear how they interpreted them and gives you an opportunity
to guide them appropriatly.
2. Confront Issues
Confronting the inevitable issues that come with managing people is sometimes a difficult,
time-consuming, challenging and often stressful part of management. Performance issues need to
identified quickly and nipped in the bud to avoid things getting worse. Issues that are not
confronted can create confusion and foster an unhealthy work environment.
3. Note Taking
Note taking is documentation of employee performance. While this can be a tedious and
cumbersome task, there are short cuts to streamline the process. Some things that have worked
for me are:
If you use a calendar or day planner, keep a separate page in the back for each employee that
you manage. For example, have a page for Sue Smith, Tom Tucker, Amy Foster, etc. On those
pages you should jot down incidents that happen and keep the following columns:
Name
Date
Time
Incident
Persons involved
Action Taken
The trick is if you observe a positive behavior, tell the employee and jot it down. If you observe
a behavior you want changed, mention it to the employee and jot it down.
If you do everything electronically, you can create an excel spread sheet and keep a separate
page on each employee. Save it in Google docs or drop-box to have access anywhere.
Example Note Taking Log
3. When a manager prepares for the annual performance appraisal, this log provides all the
information they need to be objective about employee performance. This sets the stage to have
an honest, factual and unbiased conversation with the employee that celebrates the successes and
corrects behaviors that may have veered off course.
As you can see from the above log, if a manager documents all incidents, both positive and
negative, the employee is constantly receiving feedback and learning what their behavior
boundaries are and positively reinforcing behaviors that go above and beyond job expectations.
While this may seem to be a lot of extra work, the rewards are great when you see an employee
grow and develop. Coaching and helping employees grow professionally is one of the biggest
rewards in managing people. The way you manage employees may set a professional
development course for them. That responsibility should not be taken lightly.
==================
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
4. 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
5. 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.
