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Performance appraisal: Difference between revisions
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Scoring is numeric against standardised criteria: i.e., multi-choice. Since marks out of five fail to provide a script for the awkward half hour “[[performance conversation]]” one is obliged to conduct months after the process completes, appraisers are required to compose prose evaluations as well. Even the most public-spirited employee will find this trying. | Scoring is numeric against standardised criteria: i.e., multi-choice. Since marks out of five fail to provide a script for the awkward half hour “[[performance conversation]]” one is obliged to conduct months after the process completes, appraisers are required to compose prose evaluations as well. Even the most public-spirited employee will find this trying. | ||
Reducing matters to [[force-ranking|statistical analysis which can be fitted to a normal distribution]] is, of course, the sort of thing that aspiring [[management consultant]]s adore, dispensing as it does with any need to understand the [[Substance and form|fundamentals]] of the business. | Reducing matters to [[force-ranking|statistical analysis which can be fitted to a normal distribution]] is, of course, the sort of thing that aspiring [[management consultant]]s adore, dispensing as it does with any need to understand the [[Substance and form|fundamentals]] of the business. Everyone else thinks it is lunacy. If an employee’s contribution really can be reduced to a percentage, the open question is ''why have the employee at all?''. | ||
And that, a [[management consultant]] might say, is exactly the point. | And that, a [[management consultant]] might say, is exactly the point. | ||
Nonetheless, the [[360]] is wide open to abuse. Unless {{sex|he}} is uncommonly stupid in no circumstances will any employee nominate anyone with whom he | Nonetheless, the [[360]] is wide open to abuse. Unless {{sex|he}} is uncommonly stupid, in no circumstances will any employee nominate anyone with whom he isn’t already in a mutual admiration pact. | ||
To correct this bias, some systems allow “unsolicited anonymous feedback”. But bitter indeed is {{sex|she}} who goes out of her way to torpedo a colleague who has at least done her the favour of ''not'' requesting an appraisal. Bitter, and short of better things to do. Most appraisers have trouble summoning the will to appraise those whom they ''do'' have to evaluate without volunteering to character assassinate those they don’t. | To correct this bias, some systems allow “unsolicited anonymous feedback”. But bitter indeed is {{sex|she}} who goes out of her way to torpedo a colleague who has at least done her the favour of ''not'' requesting an appraisal. Bitter, and short of better things to do. Most appraisers have trouble summoning the will to appraise those whom they ''do'' have to evaluate without volunteering to character assassinate those they don’t. | ||