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Performance appraisal is a necessary process of an employee’s job performance. It helps organizations make informed decisions about promotions, rewards, and training opportunities.
But traditional performance appraisal techniques are obsolete. Today’s employers need to provide a comprehensive evaluation of an employee’s performance. To bridge this gap, organizations must adopt modern performance appraisal techniques.
Modern techniques focus on a holistic evaluation. They implement tools such as strategy execution software to align employee and organizational goals. Tools like these allow you to track performance at every level and help build accountability within an organization. They help enhance employee performance and foster a culture of continuous improvement.
Importance of Apprasing the Employees’ Performance the Right Way
Appraising employees’ performance the right way is crucial for the growth and development of the organization. It helps in identifying the skills and limitations of the employees. It helps in providing feedback and setting goals for the future. It also motivates the employees to perform better. This all leads to improved productivity and higher job satisfaction.
Unfortunately, almost 50% of employees say they don’t get enough evaluations from their employers. The lack of feedback often leads to disengagement, demotivation, loss of productivity, and a lack of direction for employees.
For example, employees need more feedback to understand their roles and contribution to the company. This might demotivate them to work. This, in turn, can lead to poor performance. Hence, managers must provide regular and constructive feedback to help employees improve and achieve their goals.
360-degree feedback is a new-age technique for employee performance appraisal. It involves collecting feedback from all possible sources like managers, peers, subordinates, and even external stakeholders. This multi-dimensional feedback helps create a holistic view of the employee’s performance. It becomes easy to identify their strengths, weaknesses, and developmental areas.
Suppose a company wants to evaluate the performance of its sales manager. In that case, they can use the 360-degree feedback technique to gather input. Inputs from the manager’s direct reports, colleagues, customers, and senior management.
The feedback report may reveal that the manager excels in relationship-building with clients. But, there’s room for improvement in their coaching skills to better manage their team.
The 360-degree feedback technique is gaining popularity because it helps organizations address the concerns of their employees. According to a Gallup study, only 26% of employees believe feedback helps them work better. The 360-degree feedback approach can tackle this issue by providing many perspectives.
Moreover, it encourages open communication and offers specific feedback for improvement. This, in turn, enhances employee engagement and, ultimately, leads to improved organizational performance.
The psychological approach takes into consideration the mental and emotional well-being of employees. This approach evaluates the quantity and quality of work and the employee’s attitude towards work, motivation, and communication skills. It aims to identify areas of improvement in the employee’s mental and emotional health that may impact their work performance.
Let’s say an employee consistently fails to meet the set targets. Instead of just reprimanding the employee, a psychological approach would assess the employee’s emotional health.
It may be discovered that the employee is going through a personal crisis or struggling with anxiety. And this is impacting their potential to deliver quality work. The organization could then provide the necessary support. They can offer counseling or time off to help employees address their mental health issues and improve their work performance.
This approach helps the companies to develop a healthy and helpful setting that supports employee well-being and high efficiency.
Behaviourally Anchored Rating Scale
The BARS is a mix of the traditional rating scale and critical incident methods. BARS involves a numeric rating of an employee’s performance based on specific behavior. These behaviors identify through job analysis and are relevant to the job position.
Let’s say that a supervisor is using BARS to evaluate a sales representative. The supervisor would identify specific behaviors that the representative should exhibit. It can be the representatives’ ability to close deals efficiently or provide excellent customer service.
These behaviors would then be rated on a scale from one to five. Using BARS, the supervisor can give more detailed and accurate feedback to the employee on their strengths and areas for improvement.
According to a survey by Deloitte, only 8% of businesses feel their performance appraisal methods bring higher productivity. But, companies that use BARS have reported higher levels of employee engagement, job satisfaction, and productivity.
Management by Objectives
Management By Objectives (MBO) focuses on setting clear, specific, and measurable employee goals and objectives. The approach aligns employee goals with the organization’s overall objectives. Hence, it promotes the achievement of the company’s mission and vision.
The MBO process involves setting measurable goals, agreeing on these objectives with employees, regularly monitoring progress, and providing feedback and coaching. Employees will clearly understand the organization’s expectations towards them as a result. The approach also encourages employee participation and accountability. Thus it enhances employee engagement and motivation.
For instance, let’s assume an organization’s objective is to increase its market share by 10% in the next quarter. An employee in the sales department can set a specific objective to increase sales by 15% in the assigned region to support the company’s overall objective. The employee and the manager will agree on the goals and regularly monitor progress, providing feedback and coaching where necessary.
Assessment Center is gaining popularity in organizations today. It is an evaluation method that measures the potential and abilities of an employee in various situations, tasks, and challenges. Assessment Centers are designed to simulate real-life situations that an employee may encounter. This allows managers to assess employees’ strengths, weaknesses, and growth potential.
For example, a salesperson working in a retail store may be evaluated through a hypothetical situation. A situation like dealing with a demanding customer. Here, the salesperson’s assessment would be on their ability to handle the situation.
How well do they communicate and persuade the customer to purchase? This helps the manager to identify areas where the salesperson needs improvement. And hence provide them with the necessary training to improve their skills.
In conclusion, modern employee performance appraisal techniques have significantly transformed how organizations test and improve their workforce. The traditional performance appraisals methods, such as ranking and graphic rating scales, have been replaced by more practical techniques, such as 360-degree feedback, behavioral observation scales, and continuous feedback.
These new methods are more comprehensive and objective. They provide a more accurate assessment of employees’ strengths and areas of improvement.
Furthermore, using technology and software in performance appraisal has made the process more efficient, streamlined, and accessible to employees and managers. Modern performance appraisal techniques enhance employee productivity, engagement, and organizational success.