Unbiased standards are reflected within the employees review, allowing for optimal assessment based on work performance.
Appraisals are usually made a matter of record by most organizations. There are different ways to score employees performance on performance reviews, each having its own advantages and disadvantages. The graphic rating scale method is the most common approach to rating employee's performance. With this approach, appraisers rate employees on factors measured on a scale. Each interval on the scale is usually has a descriptive phrase for a specific level of performance. The 360 degree review process involves an employee's performance being appraised by more than one person. Those who might me involved in conducting this type of appraisal include subordinates, peers, superiors, and sometimes, customers. This approach to rating employees provides diverse feedback to an employee's performance on the job, although sometimes there may be undesirable results. Other rating systems include the ranking and forced distribution method, the paired comparison method, essay, narrative, and critical incident methods, and the behaviorally anchored rating scale. Company policy will typically dictate the appraisal method or methods used to evaluate employees.
There are several stages one follows when evaluating employee's performance. These stages are important in performing an accurate appraisal without any errors. The first stage of the process is the planning and preparation stage. In this stage, the appraiser must review each appraisal, looking for any mistakes made in evaluating employees. Appraisers sometimes write several evaluations at a time, and it is quite possible to confuse information between each appraisal. Appraiser must know the sandwich approach, which it to give start with an employee's strength, then a weakness, then strength, and so on. This technique is used in order to soften the blow to a person's ego and to build confidence.
