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In this file, you can ref useful information about performance appraisal wording such as performance appraisal wording methods, performance appraisal wording tips, performance appraisal wording forms, performance appraisal wording phrases … If you need more assistant for performance appraisal wording, please leave your comment at the end of file.
Performance appraisal wording
In this file, you can ref useful information about performance appraisal wording such as
performance appraisal wording methods, performance appraisal wording tips, performance
appraisal wording forms, performance appraisal wording phrases … If you need more assistant
for performance appraisal wording, please leave your comment at the end of file.
Other useful material for you:
I. Contents of getting performance appraisal wording
Writing an employee performance review is a major responsibility. Your words can determine
whether an employee earns a raise, nabs a promotion or even remains with your company. It's
important, then, to use the right words when you complete an evaluation form. This is the time to
be clear, concise and specific. Anything less is a disservice to the employees you are evaluating.
Too often managers fill their performance reviews with words such as "good," "excellent" and
"outstanding." Employees might like to see such glowing words in their reviews, but they don't
actually say much about the kind of job workers did. They don't explain how well employees met
their goals for the year. Management consultant and author Richard Grote, quoted in an article
on the Hcareers website, recommends that managers use objective language that points out how
successful workers were at completing their core duties. These types of words include "grasps,"
"generates," "excels" and "achieves." As an example, you might write, "Edward consistently
generates new revenue sources for the company's online division." This is more powerful than
writing, "Edward is an outstanding employee."
Just the Facts
Sometimes the way a company structures a performance review leads to unclear language. Your
company's standard review forms may include questions such as "How well does the employee
complete his/her assigned tasks?" This is an unclear question. Better wording would focus more
on specific employee tasks. A better written employee performance review might ask "How
much of his/her work time has this employee devoted to completing his/her tasks at a
The words used in the second example will lead to a more specific response. In the first case, you
could simply answer with the empty words "Employee performs well." In the second case, you
have to get more specific: "The employee spends the majority of her time working in a
conscientious and professional manner. She does not waste time while at work."
When Criticizing, Be Specific
Sometimes you'll have to include negative information in your employee performance reviews.
In such cases, it's best to be as specific as possible. Instead of using the words, "Employee has
turned in substandard work," use phrases and words that explain exactly how your employee's
work is below par. You might write, "The employee's reports often contain incorrect data and
many misspellings. The employee often turns his work in past deadline, delaying the progress of
the rest of his team." The more specific the wording, the more effective the employee
performance review will be.
III. Performance appraisal methods
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
Advantages of Ranking Method
i. Employees are ranked according to their performance
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
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
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.