A job performance appraisal is a tool designed to evaluate an employee’s job performance over a given period of time. The appraisal may indicate whether the employee being evaluated is meeting company standards and goals. It would also give the employee the opportunity for constructive criticism and future improvement recommendation.
This is a touchy subject to me. On one hand, too much appraisal could lead to lazy workers. Not enough appraisals may lead to disgruntled workers who don’t feel appreciated. It should be handed out in doses to people who deserve it. This will bring balance.
There’s no better way to figure out what will help people the most than to just straight up ask them. Surveys, interviews, emails, whatever tool works best – as long as people are getting helped! I asked a few of my visitors, test takers, and researchers to share their thoughts to help me better understand how people work.
I’m sharing it with you in hopes you’d get something out of it, too. I’m also trying to bring their words to you with as little filtering as possible, so please bear with the awesome level of personal-tough this article has.
Now’s the time to focus on your professional development, your career growth, and the overall future of all things job related.
Today’s Focus: Job Performance Appraisals
‘R’ = Richard N. Stephenson (me!)
‘I’ = Interviewee (anonymous by request unless otherwise noted)
[This interview is part of research and market studies done for the DOPE Bird Personality Test: Click Here to Learn More.]
R: What do you think is the most important thing about this topic?
I: Most of the useful benefits derived from using such a tool as performance appraisal are for management. Management typically conducts these appraisals and uses them in promoting, firing, and disciplining employees. One benefit that employees can gain from receiving such an appraisal is constructive criticism and feedback from management as to their job performance. Employees who are interested in growing in their company will use the recommendations and adhere to them.
R: What is the biggest, life-changing thing that could come from this topic?
I: Someone who was not preforming to their best and were on the verge of getting fired. If they were told what they were doing wrong, they have a chance to improve what they were doing. If they were given a second chance, many people will give a good try at improving.
R: Explain what about this subject could help people be just all around better.
I: It could absolutely help people better themselves because it is letting them know their strengths and/or weaknesses. They may think they are doing well at their job but in reality not living up to their employers standards. Or on the other hand, they could be doing an outstanding job but have never been told. Sometimes being told you are doing a great job will make you perform even better.
R: Who do you think is best when it comes to this topic?
I: A person who would be good at this specific job function would probably be a small little guy with big glasses, who majored in a social science in college. He is still single at age 40. No one likes him in the office because he often gets people fired/let go. [Very funny! :)]
R: Provide us with an example of what kind of person is better of never talking about this subject ever again.
I: Someone who is not in charge wouldn’t really need to know about job performance appraisals. They really only need to worry about themselves, and how they are doing. If they have no authority, then they do not need to be appraising.
R: Describe the “perfect day” as far as making this subject a part of your life.
I: Whether someone is evaluating an employee, or is the one being evaluated, performance appraisals on many levels. The first thing I would advise is realizing that these appraisals should definitely not be taken for granted. The person doing the evaluating has to realize that it is very important that the appraisal be accurate because a person’s future promotion possibilities could depend on it. In addition, if you give someone a mediocre appraisal when he feels he is being under-valued, it could impact his morale very negatively. This is a delicate balance. From the employee’s perspective, he needs to realize that any criticism should not be taken personally and is intended to make him/her a better worker.
R: Can you let us know when you think a good time to pay attention to this subject is?
I: It is a good time to start talking about job performance appraisals if an employee is looking to change positions within a company or is eligible for a promotion. An appraisal can show the strengths and weaknesses of an employee if they are looking to change careers or need to focus on improvement in a specific job function.
R: When’s just a really bad time to be working on this subject?
I: The worst time to bring up job performance appraisals is almost certainly very early after someone begins a new job. The first few weeks are always spent learning the ropes and getting acclimated, very few people are confident in how well they do their job in the earliest days, and job performances appraisals would just confirm how they feel about themselves. Telling someone who knows they have a lot to learn that they have a lot to learn isn’t at all helpful, and is most likely actively detrimental to employee growth.
R: If you can to name a place where this topic works really well, where would that be?
I: A job performance appraisal is a good way develop a mutual understanding between supervisor and supervise. Such an appraisal can give a 20/20 hindsight opportunity for both parties. A common body of information examined “after the fact” gives both parties a chance to critique historic actions. Something like the post-game comments of sportscaster, rather than the pregame predictions.
R: This subject is not fit for use in every situation. Where should folks not use it?
I: Sometimes when supervisors fill out Job Performance Appraisals they might not be accurate or could be unfair. If company management is trying to build a paper trail to get rid of a person they may intentionally give a bad evaluation so that the employee is easier to fire. Also I used to work for a company that did not spell check their official performance appraisal form. I counted at least 11 spelling errors in this form.
R: Who’s someone that could gain quite a bit from looking further into this topic?
I: Someone in a managerial position would benefit from understanding Job Performance Appraisals. They will learn what to look for when assessing their employees, and how to lead a structured review. Also they can use this information to increase the performance within their office or company setting.
R: Got any pressing advice for us on this topic? The readers are hungry!
I: Job performance appraisals are a great way for you to present job expectations in a very constructive environment. You can set out a clear path for the employee as well as work with them to create a plan on ways to accomplish the goals. It also can help a person visualize a plan as well as a concrete way to measure progress.
R: Give the readers an example of the biggest pitfall for this topic.
I: People should try to get advice from people who have received real, honest job performance appraisals. People should avoid feedback that is rooted in bias or strong negative emotions. People should also know ahead of time how they might be able to positively influence their own work so that they are showing their employer what they are looking for in their appraisals.
R: Given any tool available, what would you recommend folks do make this subject a bigger part of their lives?
I: This is a way for your employer to see where you stand as an employee. Find out where your strengths are. Find out ways to improve. Also helps to evaluate pay and promotions. Gives the employee a good understanding on where they stand as well.
Did you find at least one or two golden nuggets of useful information in there? I hope so – I know I love reading these and seeing how I can apply this wisdom to my life. Make it your goal today to take at least 1 thing away from this post and try to live your life more focused from now on.
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