Performance appraisal is often a negative and disliked activity. Managers do not like giving them and employees do not like receiving them. Some managers believe that it is a waste of time. Indifference from people towards Performance Appraisal at the receiving end can arise because they see performance appraisal as simply another weapon in the hands of managers to take disciplinary action against the employees.
Here are the Top 6 problems with performance appraisals:
If you can influence these six big problems in performance appraisal, you will go a long way toward having a useful, developmental system in which the employee's voice plays a prominent role. The solutions provided are the right way to approach performance appraisal problems.
On top of everything the implementation and success of Performance Appraisal largely depend on the continued support, encouragement, and participation of the Management. The organization should develop an effective performance appraisal system and should be a high priority for management. In particular, the HR team has a major part to play in developing performance appraisal. The HR team should act as internal consultants and coaches, providing encouragement and guidance as required.