Methods in performance review differ in suitability and effectiveness. Take up proper methods for maximum results.
Here are some methods used common in various employee performance review for performance management:
1. Graphic Rating Scale
This method not only helps you evaluate the position of employees among the minimum and maximum of a rating scale but rate a general group of employees such as clerks or general workers.
Moreover it is used to orient job goals and tasks.
On the other hand, there are shortages of total job review elements in the graphic rating scale. So you cannot evaluate the actual performance of the employees.
2. Forced Choice
The forced choice is another method in performance review. It provides a number of pre-written statements which can rely on in order to evaluate the employee’s performance. Why it is called the forced choice? It’s because there is no provision for a rating that you think falls between two choices.
Finally you get the “bell-shaped” review results from this method. Most employees would be evaluated in the middle range. But there are very few people in the non-performance and outstanding performance ranges of the scale.
In difference with Graphic Rating Scale method, the forced choice does not reflect truly actual performance level of employees. The supervisors would be in risks of rating all their people within the middle range. Moreover, this method is not used for many purposes. It can dissatisfy user.
3. Ranking and Paired comparison
Based on the method of ranking and paired comparison, you arrange name of employees from the highest to the lowest performance list.
These two methods are used in nature and their factors are not with respect to performance standards.
So, it is possible to result awkwardness if the people do not strictly fall within the lowest, the highest or average performers.
4. Behavioral anchored rating scale
This method suits either professional or technical jobs. It is combined the critical incident technique with the rating scale method.
You use the behavioral anchored rating scale to indentify behaviors with high performance. In order to do this, you have to prepare performance levels in detail according to range from 1 for very poor to 5 for very good or from 1 for extremely poor to 7 for extremely good. Also this method requires you to have depth understanding of how is “good” and how is “poor”. Following these requirements, you will gain results of actual performance.
5. Weighted checklist
The employee behavior would be evaluated in accordance with sets of objectives or statements. So you can give decision in which sets of behaviors fit him/her. For the supervisor, he/she will be in charge of providing answer “yes” or “no”.
6. Forced distribution
Like partly the forced choice, the end of the forced distribution provides a “bell-shaped” result.
On the other hand, in the forced distribution you have put additional names of some employers to the very poor or outstanding in order to meet requirement in a number of people for those groups.
7. Team review
This method does not reflect individual performance level. That’s why it makes many people not have confidence in performance review. Every team member who had made minimum contribution would get the same reward. It is possible attached free riders.
8. Management by Objectives
Management by objective – MBO is one of the more popular methods of performance review in organizations. It assigns task for you to set up job objectives. And whether the employees come into implementation for achievement or not. This method is used common for evaluating manager performance.
9. Essay type method
In order to have job performance you need to prepare descriptive narratives when applying the method of essay type. It may be structured method or unstructured method. If you use the structured, it is necessary to discover suitable performance measures and standards. And when the unstructured is used, the supervisor has to show the performance level of employee in essay form.
10. Critical incidents
It is similar to the method of essay review. In specific, it is necessity for the supervisor to be in charge of keeping an on-going log on employee’s performance. By this the assessor would submit an essay on his/her poor or outstanding performance. But the assessor may prepare illogical conclusions.
11. 360 degree review
This method requires some parties to evaluate the same employee. In which there are the employee himself / herself, working colleagues as internal customers, the superior, outside parties such as customers and suppliers.
A few organizations use this review method. Meanwhile most are yet eager to implement this far-reaching review method. It means that it is yet to gain widely acceptance.