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Three reasons employees dislike performance appraisals and how you can change this to your advantage....

by , 29 November 2016
Three reasons employees dislike performance appraisals and how you can change this to your advantage....It's no secret... Most employees dislike performance appraisals.

The thought of going through the process makes them nervous, and question if they're performing. They just dread the whole thing and want to get it over and done with.

But, have you ever wondered why employees dislike performance appraisals?

Keep reading to find out three reasons employees dislike performance appraisals and how you can change that.

Take the 'treading on eggshells' fear out of handling poor performance!
 
Use our nine steps to performance management to make sure you've followed the correct procedure and you can legally dismiss a poor performing employee.

 

Three reasons employees don't like performance appraisals 

Reason #1: Employees believe managers rate them based on their own opinion
Experts call this problem rater-bias and it happens with the contamination of appraisal ratings by non-performance related factors.

Examples include person characteristic bias (race, gender and age), personal relationship contamination (liking or disliking) and failing to gather a representative sample of performance.


Reason #2: Managers don't always practise what they preach
They don't stick to company policies and procedures, and often treat some employees better than others. This visible contradiction creates disappointment, distrust and cynicism with employees. This also demotivates them.

What's the problem with this? Employees won't bother to go out of their way to make an extra effort for you. And the creativity the need to solve problems and make necessary changes will collapse because they don't trust management's integrity.


Reason #3: Some managers just don't know how to give informal and formal performance feedback.

In fact, employees are often victims of the 'report card syndrome'. This happens when managers keep a whole lot of examples of poor performance for the performance appraisal interview. Then they surprise employees with poor ratings.

This reduces employee satisfaction with the appraisal process. In turn, this has a negative effect on the appraisal system's intended benefit of motivation and improved productivity.


So what can you do about it?


Feel like performance reviews are a complete waste of time?
 
Discover a tool that makes them more efficient, saves you time and ensures they actually add value to your company's bottom line…
 
 
So how do you make sure employees don't dislike appraisals?

If you want to stop your employees from disliking appraisals:
  1. Use clear, non-judgemental language that focuses on results and behaviour.
  2. Prepare thoroughly for the appraisal, follow your procedures and rate your employees fairly.
  3. But most importantly: Use the appraisal process as a motivational tool so your employees can improve and benefit your production and bottom line!  

What's the best way to do performance appraisals? It's to use a non-biased, easy to use system, like this one

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