ExcerptPutting the Value Back in Performance EvaluationsPerformance appraisals for all employees are often completed annually within a short timeframe, which doesn’t usually lend itself well to careful, honest, well-thought-out evaluations for each employee. The standardized forms may end up looking like cookie cutter documents with similar wording, strengths and weaknesses. Other problems with the typical employee review system are: • Doing all the appraisals at once can create a tendency to compare and rank employees, which takes away the individual assessment of strengths and weaknesses, and can put employees on the defensive. It fosters an atmosphere of competitiveness rather than excellence. • Salary increases, bonuses, promotion opportunities are directly connected with the appraisal. Ideally, these matters are kept separate from performance appraisals. • Performance appraisals are too often used to document performance issues that should have been addressed throughout the year. Or, the results of performance appraisals are ignored the rest of the year.
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