In this file, you can ref useful information about receptionist performance appraisal such as receptionist performance appraisal methods, receptionist performance appraisal tips

1. Receptionist performance appraisal
In this file, you can ref useful information about receptionist performance appraisal such as
receptionist performance appraisal methods, receptionist performance appraisal tips, receptionist
performance appraisal forms, receptionist performance appraisal phrases … If you need more
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I. Contents of getting receptionist performance appraisal
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A small business receptionist does much more than greet visitors to your office or direct
incoming phone calls. A receptionist often handles deliveries, processes the mail, places
outbound calls for managers and handles solicitors. Small businesses get the most out of their
receptionists by assigning ongoing tasks to fill downtime, such as managing office supplies,
simple invoicing, database entry or typing and proofreading correspondence. An analysis of your
organization chart and a detailed job description will help you get the most out of your
receptionist position.
Make a Good First Impression
Your receptionist is often the first person with whom your customers or vendors have contact. If
she is disorganized, unfamiliar with your personnel or departments or physically unkempt, it
sends a message about how organized your company is or how seriously you take your business.
Set a dress code for your receptionist, which might preclude her from taking part in “casual
Friday” dress. Prohibit chewing gum at her desk, taking lunch in the reception area, playing
music while working or adding personal decorations to her work station. Require her to keep her
desktop neat and her computer monitor facing away from visitors. Familiarize your receptionist
with key customers and vendors so that she can make them feel important and valued by
remembering their names, knowing their companies and understanding what they make or sell.
Provide Efficient Trafficking
When visitors arrive and people phone, a receptionist should not have to guess or research where
your staff is located. Train your receptionist to know exactly what the company does, including

2. basic product or service knowledge so she understands who the key contacts are and where to
direct inquiries. Make sure she knows how your office is organized so she can direct packages,
mail and customer or vendor inquiries to the right people. Train her so that she is familiar with
your personnel and their positions, including the correct pronunciations of any uncommon
names. Set procedures for accepting and signing for packages, which is important not only from
an efficiency standpoint, but also to improve safety and reduce liability.
Improve Productivity
A receptionist may have considerable downtime during the day if you receive infrequent phone
calls and visitors. A receptionist position can improve your workplace productivity by handling
one or more clerical functions. Many receptionists perform simple billing, manage inventory,
sort and deliver mail, update websites, handle database entry and correspondence, send emails
from a catchall account to the appropriate departments and keep attendance records. Small
business executives who do not have personal assistants often rely on receptionists to give clients
the impression they have assistants by assigning tasks such as placing phone calls and setting
appointments.
Maintain Office Morale
The receptionist of a small business is often the “human water cooler” of an office. Most
employees have some contact with the receptionist on a daily basis, and they often chitchat and
discuss workplace news. The receptionist is aware of group lunch plans and knows if someone
brought treats to the break room, has a birthday, becomes engaged or receives a promotion. She
can be constructive in improving company morale or be destructive by spreading rumors and
gossip. Query employees as to their opinions of your receptionist to determine if she is a positive
or a negative influence when it comes to employee morale.
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III. Performance appraisal methods

3. 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
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

4. 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

5. 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.
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