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1. Annual performance appraisal report
In this file, you can ref useful information about annual performance appraisal report such as
annual performance appraisal report methods, annual performance appraisal report tips, annual
performance appraisal report forms, annual performance appraisal report phrases … If you need
more assistant for annual performance appraisal report, please leave your comment at the end of
file.
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• 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 annual performance appraisal report
==================
Responses vary from person to person depending on the environment and corporate culture they
came from, but one theme remains the same throughout: everyone wants to receive regular,
meaningful feedback from their supervisor that will help them to grow and better contribute to
the company.
This is especially true for young professionals. As PricewatershouseCoopers recently outlined in
a strategy piece on the future of work, How to Manage the Millennials, this fresh talent “want
and value frequent feedback. Unlike the past where people received annual reviews, millennials
want to know how they’re doing much more regularly.”
As Kelly Allder puts it in a piece for Benefits Canada, “it’s the instant gratification and learning
that pushes them to improve.” Needless to say, this idea doesn’t have to be reserved for your
millennial employees; employees at every level can benefit from this style of feedback, so it is
worth exploring and implementing.
Here are the key elements to facilitating a performance review program that your employees will
appreciate.
Be clear on performance measures

2. In most organizations, everyone has goals and objectives that they are expected to meet. These
goals could be customer satisfaction targets, production volume levels, or sales quotas.
Communicating how a role is measured during the interview process and referenced in the
employment agreement helps the individual know what defines poor, average, good, and
excellent on-the-job performance.
Track performance in real-time
Empower both your managers and staff with personalized performance dashboards in your
human resource information system or performance management system. The dashboard I am
suggesting is a visual representation of reports, displayed in the form of charts, graphs and
gauges, and are personalized to the goals of an individual employee with data being refreshed in
real-time. Make tracking their progress visual by empowering employees to see their own
results, in real-time, with graphic-rich dashboards on their computers. For example,
Salesforce.com has the option to track progress with personalized dashboards via a customized
customer relationship management system. This is worth looking into.
Use business dashboards to summarize the activities in each of your departments. I also suggest
setting up a CEO dashboard where you can see in real-time how the company you are leading is
meeting its overall objectives.
The benefit of real-time tracking in this way is that team members know where they stand at any
given moment, not once per quarter or only at performance review time.
Take a multi-faceted approach
Consider doing a 360-degree review. This type of review allows an employee to do a self-
assessment and an upward review of working with their manager. They can also receive a review
from the manager about their performance as an employee and member of the team. Have the
employee submit the review to you ahead of time to glean useful tidbits and insight as to how the
employee sees things. Their completed self-assessment should provide you with critical
information to help guide the conversation during the formal performance review.
Loop in the whole team
Peer recognition means a lot to people. That being said, you might want to start giving your staff
opportunities to show gratitude for a job well done, to thank their co-workers for assistance on a
project, or for being a customer hero. You can do this verbally or by using an internal messaging
system that all team members have access to. Many options are on the market, including the
Chatter app which allows a user to publicly acknowledge the work of a co-worker. The beauty of

3. this is that the feedback, acknowledgment, or praise is documented and then fed into a separate
channel where you can review individual examples of a job well done and acknowledge the peer
kudos when you sit down with an employee.
Feedback features are a positive way to acknowledge individuals for their hard work and creative
ideas.
Conduct training so everyone knows what to expect
Running people through a mock performance review (when they are not in the hot seat) will put
their mind at ease when it comes to the real deal. Changing up the way your company has
traditionally given feedback will be an adjustment, and there may be some hesitation or concern.
Show your team the value of frequent feedback and a comprehensive review in a fun and
engaging manner, such as during a company retreat or training meeting.
Stick to a schedule
In most organizations, formal sit downs or performance appraisals may occur quarterly, perhaps
annually. The longer you wait to do a performance review, the more ground you have to cover
and the more details you have to remember. Leaving a performance review too long can create
anxiety for both the employee and their manager. In this scenario, the days leading up to a
performance review tend to be filled with frantic data collection and scrambling on both sides to
remember exactly what happened over the last quarter or year. These conversations generally
turn out to be stilted, uncomfortable, and rarely take into account all of the wonderful things an
employee has done in between reviews.
While this is by no means desired by either party, it is unfortunately something that is all too
common. The frantic, uncomfortable performance review can be combated by working out a
process and schedule with your leadership team and committing to obtaining feedback from a
variety of their co-workers along the way.
Tracking progress in this manner helps to keep your eyes on the prize, as it’s easy to articulate
straightforward, meaningful goals, and then measure a team’s progress as everyone
collaboratively works to meet them. This becomes critical when you go from a small team to a
larger one. As a manager, you need to have a full view of an employee’s strengths, weaknesses
and level of engagement. No one is omniscient and you can’t be everywhere. Crowdsourcing
feedback internally to gain perspective can be a huge win, especially if done in a fun and
purposeful manner.
Celebrate promotions together

4. Quarterly or annual performance reviews are typically also the time when, after a successful
appraisal, a promotion is granted. While the employee should know during the meeting what the
outcome was, be sure to seize the moment and announce the promotion to the rest of the team.
This can be done verbally at an “all hands” meeting, such as a Huddle or during a monthly,
internal Town Hall meeting. If verbal announcements aren’t your thing, you can congratulate the
employee with a department or company-wide e-mail highlighting their successes and explaining
why they’ve been promoted.
Performance reviews should be perceived as an opportunity to calibrate and align everyone’s
efforts alongside corporate strategic goals. It’s a special time to dive deep on individual
achievement and encourage people to reach for new heights in the months and years to come.
==================
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

5. 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

6. 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.

7. III. Other topics related to Annual performance appraisal report (pdf
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