Performance Appraisal 

 Appraising the performance of  a subordinate is one of  the executive’s most  responsible task  - one which often has a considerable impact upon the employee’s pay and promotion  prospects as well as upon his personal motivation.  What is more, conducting a constructive appraisal discussion provides a searching test of  boss’s skill in personal relation.  Therefore it is very necessary to appraise subordinate fairly and reasonably.  Mentioned below is a sample test to show that what is your position in appraising people fairly.

Give Answer  out  of  following  three alternatives that best suit to your behavior in appraising subordinate.

 1.  What do you believe is  the  main  purpose  of  performance appraisal ?

A -       To give the employee feedback on his past performance ?

B-                To criticize him for his shortcomings ?

C-                To motivate him to do a better job in the future ?

2.      Should the employee be appraised ?

 A -       On his knowledge, skills  and attitudes, regardless of his short-term results ?

B -       Strictly according to his results ?

C -       On a mixture of both, his abilities and his results ?

 3.   What would be the most useful data to consult when writing a subordinate’s     appraisal ?          

A -       His job description.

B -       His attendance records, expense claims, etc.

C -       His previous performance appraisal form.

4.      If a subordinate’s performance begins to deteriorate and his formal appraisal   was not due for several months, you would :

 A -       Turn a blind eye and hope that it would soon improve.

B -       Discuss the situation with him and agree upon an improvement plan ?

C -       Make a note of any shortcomings in order to raise them with him at the appraisal  Meeting.          

 5.      If a subordinate became highly emotional during the discussion of his performance,  you would :

A-                Listen to him carefully without interrupting.

B-                End the Appraisal/Meeting to give him a chance to calm down.

C-                Rebuke him for losing his self-control.

 6.      When planning an appraisal meeting, what kind of strategy would you use ? Would  you :

 A-                Start by discussing the individual’s strength and then deal with his weaknesses.

B-                Start with his weaknesses and then deal with his strengths.

C-                Start and finish with some strengths and deal with his weaknesses in the middle.

 7.      Employees generally expect their pay to be influenced by their performance

Appraisals.  Would you tell an employee what salary increase he would be getting :

 A -       During the Appraisal Meeting ?

B -       At a separate discussion on salary matters ?

C -       By letter as and when you had decided what the increase should be ?

 8.      Following a discussion of  a subordinate’s weaknesses during an appraisal meeting,  would you ?

A -       Agree on a plan by which, both you and he, would commit yourselves to specific    Actions to help him improve ?

B -       Warn him that failure to improve could jeopardize his salary and promotion prospects ?

C -       Spell out some specific actions which he himself should take ?

 9.      At the conclusion of the appraisal meeting, would you :

A -       Allow the employee to read his appraisal and to add any written comments he may wish to make ?

B -       Not allow him to read it but ask his comments and record it yourself ?

C -       Neither allow him to read it nor ask for his comments ?

 10.   Do you believe that in general appraisals should be written ?           

A -       Only when subordinates request them.

B -       On a regular time scale, e.g. once a year.

C -       Only when the subordinate’s performance begins to deteriorate.

Now after ticking one of the appropriate answer, score the test with the help of the following key :

1.         A =  5              B =  0              C =  10

2.         A =  0              B =  5              C =  10

3.         A =  10            B =  0              C =  5

4.         A =  0              B =  10             C =  5

5.         A =  10            B =  5              C =  0

6.         A =  5              B =  0              C =  10

7.         A =  0              B =  10            C =  5

8.         A =  10            B =  0              C =  5

9.         A =  10            B =  5              C =  0

10.       A =  5              B =  10             C =  0

Your Total Score :      __________________

 Score Between : 80 – 100

You are a mature and a perspective appraiser who can be relied upon to assess people fairly and to handle them sensitively.

 Score Between :  50 – 75 

Competent and Sincere, you need only a slightly more relaxed approach to become a top-flight appraiser.  Attend a refresher training course to refine your skills.

 Score Between : 20 - 45        

You have a number of weaknesses which you should start working on, right away.  Seek the advise of an experienced colleague.  You need intensive basic training in appraising skills.                        

 Score Between : 0 – 15

 No wonder talented people dislike working for you !

Performance Appraisal is very important part in every organization.  Fairly made performance appraisal play very important part in motivating subordinates and staff. 

At last I would like to give some  idea about positive motivators and negative motivators.

Below mentioned is a list which suggests popping shifts from negative motivators to positive motivators.

            Positive Motivators                                                   Negative Motivators

            (Visionary Leaders)                                                   (Drivers)

 Asking                                                                                    Telling

Pulling                                                                                     Pushing

Looking for Strengths                                                            Looking for weaknesses

Generous Praise                                                                    Gruding Compliments

Co-Operating with others & Self                                          Competing with others

Value – led                                                                             Value – Driven

Vision – led                                                                             Vision – Driven

Open & Vulnerable Mind                                                      Closed & Defensive Mind

Expecting the Best                                                                 Expecting the second best    

                                                                                                Or worst

Stressing results                                                                    Stressing Activities

Crisp & Sharp                                                                        Sloppy Grooming

Empowering Others                                                               Diminishing Others

Hearing by Activity Listening                                               Listening Negatively

Loving & Caring                                                                    Hating & Hostile

Learners                                                                                 Knowers

Goal – Oriented                                                                     Role Oriented

Welcoming Change                                                                Resisting Change

Person Centered                                                                    Role Centered

We                                                                                               I

Crystal – Clear Integrity                                                       Expedient Moral Practices