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Comments on performance appraisal
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I. Contents of getting comments on performance appraisal
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Annual review day. You walk to your boss’s office feeling like it’s the school spelling bee. It
could be rewarding and a boost of confidence, or you could feel like everyone’s judging you and
perhaps go back to your desk feeling like a dope.
Most of us sleepwalk through our reviews. You walk in. Sit down. Listen to the boss speak. He
tells you how great you are, but budgets only have limited space this year. You nod. Say stuff
like “I understand,” “that’s okay,” “the economy is tough,” all this low-confidence verbiage. At
the end, you get up, shake hands and go back to your cubicle, two percent raise in hand, to text
your spouse about how disappointed you are.
What just happened? You got your handout and settled back into quasi-contentment. Let’s
change that.
How to Take Control of Your Review
It’s called YOUR review because it’s about you. Your accomplishments, career path, happiness,
etc. When you zombie through it, the focus shifts away from you. You have the potential to gain
so much more by finding the confidence and building the mindset to do more.
So here are a few tips to help you do just that:
1. Research beforehand

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The worst thing you can do at your performance review is to be unprepared. If you are, you’re
lost.
Instead, research and brainstorm:
 New ideas to implement for your position.
 Steps that could improve the department as a whole.
 Everyone’s favorite: SALARY. (How much should you be making? Use these sites to
figure that out.)
You could focus on just one or all three of these areas, whichever you’re most passionate about.
The important thing is that you show the boss you’re ready.
Think about how impressed you would be if someone said, “I believe if we implement this new
idea, it would increase this department’s morale and efficiency. By the way, I took the time to do
the research beforehand to show you how it would work, if you want to take a look through it.”
Who would say no to that?
2. Say “thank you” and smile
Always show your boss you appreciate everything, including your (measly) two percent raise.
Thank him for his guidance and for allowing you to thrive in your position.
Also, smiling will further relax all parties. Never be confrontational; be thankful.
3. Express your desire to be a top performer
Show your ambition to be a top performer, and ask how you can help make your boss’s job
easier. If you can think of examples based on your research, this is a perfect opportunity to offer
them.
Figure out where you can insert value beyond your job description. You’ll be surprised by the
results!
4. Have stories handy
Your boss is busy, so he doesn’t have the time to remember every detail about your time at the
company. That means it’s up to you to have the meat of your material ready to go.
Prepare three to five stories about how you helped the company, saved them money, made them
money, got your boss out of a stressful spot or whatever other positive moves you made. These
don’t need to be long, just 10- to 15-second stories that show your value. People like stories

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because they draw them in and give them examples. Plus, they’re more likely to remember your
skills if they’re part of a story.
5. Use the right words to negotiate
Ramit Sethi of I Will Teach You to Be Rich has awesome scripts on negotiation. He says the use
of words is critical in keeping the ball in your court.
When you go to ask for that bump in salary, you can say: “Thank you for the raise. It’s been a
great experience for me, and I’m excited to take on those new tasks we talked about. I’d like to
discuss further the salary adjustment, if I could?”
You can then pull out your research and share the numbers, saying, “It would be great to find a
fair adjustment that could work for us both based on the results I’ve mentioned.” Ramit develops
these scripts by testing certain words for responses and studying the results.
6. Follow up regularly
If you don’t hear a definite answer to your salary proposal in a week, send a quick, friendly email
saying you would be happy to meet to discuss anything further. If a couple of weeks go by, take
a minute to go visit your boss in person and calmly reiterate your value.
7. See the positives if the answer is “no”
You might come up empty. But consider what you have going for you now. Your boss knows
you’re different from everyone else. You took charge, and your boss will remember and respect
that.
If you’re a top performer, the boss will want to keep you, so the next time will probably end up
differently. You’ve built your self-confidence, and you have the knowledge you need to wow
your boss the next time around.
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III. Performance appraisal methods

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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

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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

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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.
III. Other topics related to Comments on performance appraisal (pdf
download)
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