Employee performance appraisal is one of the most critical functions of a leader/manager and is a basic expectation of any one in a supervisory role. For Ohio State University Extension, the purpose of employee performance appraisal is to provide a systematic evaluation of the employee’s contribution to the organization.
There are several reasons to do performance appraisals. Among them are:
Other reasons for performance appraisal include providing feedback to the supervisor and providing input to administrative decisions (i.e. promotion, tenure, future employment).
Who should do performance appraisal? In Ohio State University Extension, both the employee and the supervisor are involved. The employee is asked to provide a self appraisal to the supervisor, who then uses the employee input while completing his/her performance appraisal.
The performance appraisal itself should focus on behaviors and outcomes as related to job responsibilities. These are factors that can be changed with effort. Effort must be made to avoid making judgments related to traits. Traits are basic elements of personality and are not easily changed through supervision.
Barriers to Effective Appraisals
Providing Effective Feedback
Giving effective feedback is one of the most important functions a leader/manager can perform. Unfortunately, it is also one of the most neglected. Without accurate feedback, it is virtually impossible for the employee to know if he/she is meeting job expectations. In the absence of feedback, employees will makeup their own and it often is not accurate. Incompetent employees may think they are doing a great job if their supervisor never says anything about their performance. Even more commonly, capable employees will have doubts about their own performance because their supervisor has not given them any positive feedback.
When providing feedback about an employee’s performance, supervisors need to:
This post was last modified on 24.01.2019 06:41
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