Performance appraisal tips
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I. Contents of getting performance appraisal tips
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An employee performance appraisal needs to have value for the employee to be effective.
Employees should not sit and allow a performance review meeting to be a one-way conversation.
Several tips for employees on performance appraisals can help to make the performance review
process effective and part of the employee's professional development.
Keep Notes
For the employee to have any way of supporting their good work from the previous year, he
needs to keep a detailed record during the year. Keep a notebook in your desk and make a note
each time you had a major or minor accomplishment, and when something went wrong. For the
accomplishments you should note who you worked with, the role you played and how the
company benefited. When you make a note of something that went wrong, be sure to mark down
your part in the crisis so you can take full responsibility for it, but also note what you learned
from it so you can let your manager know that you are learning from your mistakes.
Have Questions
The performance appraisal is as much for the benefit of the employee as it is for the manager or
the company. Before your review meeting, develop a list of questions that you would like to ask
your manager. It is acceptable to ask questions regarding advancement in the company, how to
get a raise and how you can take on more responsibility. Review your notes from the past year
and develop questions on how you can improve your performance. Keep your questions short,
and limit the number of questions you ask. As you discuss the questions with your manager,
write down the answers so you can refer to them later.

Be Honest
If you continually rate yourself with the highest grades possible in all areas, then your manager
may not feel as though you take your job or your career seriously. When you fill out your self-
evaluation, be as objective as possible. Refer to your notes from the year and give yourself an
honest evaluation of your performance. If you feel you deserve a low score in an area then mark
it down, but make a note to discuss it with your manager to find out how you can improve your
performance.
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III. Performance appraisal methods
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
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.

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