Top 10 Appraisal Mistakes Managers Often Make
This is common mistake every manager or HR do while doing appraisal for any employee. They always confused for what appraisal to whom they give. Most of do appraisal on the basis of emotions. Many are confused because they using the method which not suites to their business model. Or biggest mistake on appraisal is using software to calculate executive performance. This is what where most HR or manager. A machine cannot calculate or evaluate the progress or performance of executive.
I am trying to figure out some of top 10 appraisal mistakes usually manager or HR do in appraisals:
1. Difficulties to identity excellence with growth:
This is very common mistake usually HR and Manager do as they find difficult to measures Performance and Growth. They keep both new and old employee in same criteria. Here HR and manager assumes that new employee can be do best because they are new and never know about challenges in job and old employee who spends years with company are doing nothing.. but in actual sense old employee are doing best but they do in lesser extent. So, evaluation of Growth and performance should be do as compare to work and dedication of employee not the preference to new do best and old worst.
2. Favorites or Dislikes:
Yes executive impression is matter always. This is cause unconscious bias or favorites gets good returns and dislikes people face roadblocks. This is very common mistake happens many organization. This causing loss of great employee and also not good for progress of company.
3. Not using Historical data of performance:
As appraisal time come much executive start behaving very genuine and punctual. Coming office on time, no pending files, no mistakes and high in performance. Actually they all fake performer and just doing for sake of monetary growth. Which slow down after appraisal. So it is required to used historical data to evaluate the performance of executive throughout the years. Don't judge people on the basis of current condition.
4. Sympathy or Personal Care:
Most of times manager and HR do appraisal on basis of sympathy or favorable reasons. The underperformance executive get appraisal because he tried so many times a year, but failed each time, so he is eligible for hike. But here Manager or HR forgot that the same guy multiple times means his working style is wrong and not improving at all. Simply he tries lot cannot be measurable point.
So, don't do favorable or sympathy appraisal, this will ruin company productivity and brand image. Using Historical performance data is important for appraisal as that show actual picture of employee.
5. Poor rating scales:
The rating by co-employee is not always perfect. As who love co-employee always rate good, but who has some dispute rate less. These ratings mostly depend on emotions rather than work.
The genuine rates are difficult to fetch. So, rating needs to improve and need to be on genuinely not emotionally.
6. Appraisal for performer:
This is not happening most of time. Many organization don't follow this. They do random appraisal as when employee shout for hike. Organization need employee but doesn’t want to sustain. They has attention on hard working employee but not rewarding until he demands. All these discourage employee and Mainer time negative aspect for company generates. So, it is very important to do appraisal on specific time for right candidate.
7. Neglecting negative feedback:
Most of manager or HR are not liking negative feedbacks. They got irritate or take it as arrogant behavior of employee or sometimes they take it personally.
Instead of this if negative feedback can taken as positive impact to improve than it works. If any critic is attained on time and corrected than it add to our performance too and also it add value to company productivity. So never ever assume that negative feedback is bad.
8. Annual review process:
Most of Manager and HR tend to so annual review process which also called 360 degree rating systems where all sit and reviews each other. But this won't work as people who do review on face to face are often fall in politics. Most of employee do good review to keep relationship maintained. And those who do shit on face are always see problem from them. This won't work as the person who is lower to grade can't measure higher authority.
9. Fix realistic goals to achieve:
Always keep realistic goal to achieve. The goal should not be imaginary or very high which employee can't handle. They need to be achievable too. Having realistic goal can turn unproductive employee to productive and manager has valid reason to appraise person salary too.
10. Before appraisal call to attention:
Most of manager and HR start appraisal process on April itself. This make them very hurry to do job. And here they do mistake. To get shortcut work they use emotions and appraisal happened with emotions. This is not at all perfect process.
Manager and HR should start process three month ago. Where they start recording all event and perfoamce of employee. Check the how many close to goal? check how many are involved in unproductive task? And check how many are in wrong designation?
These call to action are very important to get it done on time. This reduce the burden on manager and HR.
Also this will help to do accurate appraisal.
Above is top ten mistake manager and HR do while doing appraisal. The solution also added within. I observed that many good employee is not able to book good appraisal because they shy, they are not in group or they unknown to HR. Here is challenge to manager to bring them out of shell. Make them perfect to see world and get recognize among group. They need to be ideal inspiration for other too.
I hope after reading this you won't do any other mistake to do appraisal process. Yeah !! Many software is available where to evaluate performance but that too fails as you need time to feed data so better you do all human interactions process which is best among rest.
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