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1. Performance appraisal customer service
In this file, you can ref useful information about performance appraisal customer service such as
performance appraisal customer service methods, performance appraisal customer service tips,
performance appraisal customer service forms, performance appraisal customer service phrases
… If you need more assistant for performance appraisal customer service, please leave your
comment at the end of file.
Other useful material for you:
• performanceappraisal123.com/1125-free-performance-review-phrases
• performanceappraisal123.com/free-28-performance-appraisal-forms
• performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal
I. Contents of getting performance appraisal customer service
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Performance appraisals are an important management tool in any business, but they serve
multiple purposes in the retail industry. They can bolster employee morale, increase productivity
and the company's bottom line. Regular, detailed performance appraisals help companies
attract and retain qualified staff and remain competitive in the changing marketplace.
Improves Customer Service
Employees in a retail business can have both a direct and indirect influence on sales. The indirect
influence comes from their interactions with customers. Customer loyalty is, in part, based on the
level of service they receive. If you include objective customer service goals in the job
description and performance assessment, such as number of positive feedback cards received,
you can motivate employees to provide a higher level of customer service. Without this regular
performance appraisal, many employees would lack motivation to provide better service.
Increases Upselling
The direct impact retail employees have on a company's sales comes from their direct
selling ability. Sales staff has a huge influence over what customers purchase and how much.
This is even more true in a small business where the performance of each employee has a large
impact on the business. An employee simply paid hourly to "man the store" may not be as
concerned with upselling. Assessing the contribution the employee makes to the revenue line
helps management appropriately adjust staffing levels and make the best use of their employees.

2. Objective Employee Comparison
A performance appraisal system used for all employees gives management an objective way to
make comparisons between employees. This helps small business managers, in particular,
identify employee performance problems early. Without an objective way to compare the
performance of staff, it can be difficult to see who is working at or above expectations and who
is falling behind and costing the company money.
Improves Company's Reputation
Retail employees like working for a company with clear goals and regular performance
appraisals. They never have to wonder how well they are doing or what is expected of them. This
makes a company attractive to potential employees, giving the company a wider talent pool.
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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals

3. in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method

4. The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.

5. III. Other topics related to Performance appraisal customer service (pdf
download)
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