Performance appraisals are supposed to be a tool used by employees and managers where the parties communicate by sharing ideas, opinions and information; however, the managers are usually put in the position of being the judge of the employee. (www.toolpack.com) Today, a great number of employees are cynical about performance appraisals because the merit increase that is tied to the appraisal is trending downward; therefore employees feel that there isn't any use in putting a great deal of effort into the performance appraisal because there is not much of a reward. This is one of the biggest challenges put forth to managers: getting employees more involved in the performance appraisal process so that they feel like it is as important as the job they do every day.
After doing extensive research on performance appraisals I've found a few areas of improvement that I feel managers should develop in order to make the process more efficient.
Make communication a two-way street ? It is vitally important for the employee to feel a part of this process and to buy into the process that not only could lead to a merit increase, but, more importantly, to he/she being a better employee, i.e. more knowledgeable, efficient and prepared to do their daily tasks and more. In order to do this, the manager must give the employee ample time, but with a deadline, to complete his/her part of the appraisal. Then and only then will the manager structure his/her responses to what the employee has reported and then add more if the employee isn't complete enough in his/her notations. It's important to remember that employees need to see this as a growth tool to help them succeed. (www.toolpack.com)
Upward assessments ? Most managers ...