Anda di halaman 1dari 6

Performance appraisal wording examples

In this file, you can ref useful information about performance appraisal wording examples such
as performance appraisal wording examples methods, performance appraisal wording examples
tips, performance appraisal wording examples forms, performance appraisal wording examples
phrases If you need more assistant for performance appraisal wording examples, please leave
your comment at the end of file.
Other useful material for you:
performanceappraisal123.com/1125-free-performance-review-phrases
performanceappraisal123.com/free-28-performance-appraisal-forms
performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal

I. Contents of getting performance appraisal wording examples


==================
These statements, uttered by an engineering manager who was preparing performance reviews,
were the catalyst for linguist Kieran Snyder to see if she could quantify the double standards in
the way male and female employees are evaluated.
In a report for Fortune.com, she collected 248 performance reviews from 28 companies from
large technology corporations to small startups. The reviews came from 180 male and female
managers.
Perhaps unsurprisingly critical feedback was doled out in a much higher ratio to women: 58.9%
of mens reviews contained critical feedback, while an overwhelming 87.9% of the reviews
received by women did.
Not only did women receive more criticism in their performance reviews, it was less constructive
and more personal. For example, the critical feedback men received was mostly geared toward
suggestions to develop additional skills:
"There were a few cases where it would have been extremely helpful if you had gone deeper
into the details to help move an area forward."
Women received similar constructive feedback, but they also included the personality criticism
such as "watch your tone" and "stop being so judgmental." For example:

"You can come across as abrasive sometimes. I know you dont mean to, but you need to pay
attention to your tone."
These findings, while from a small sample size, illustrate a well-documented phenomenon for
working women: The Double Bind. The double bind is the idea that if a women is too "nice" at
work or uses stereotypically feminine vocal characteristics shell be seen as too soft and wont be
taken seriously. On the flip side, if a woman is too assertive shes seen as brusque and bitchy.
"Abrasive alone was used 17 times to describe 13 different women, but the word never appeared
in mens reviews."
This paralyzing situation was rumored to be part of the reason why New York Times executive
editor Jill Abramson was abruptly fired earlier this year. Even if it wasnt at the heart of her
dismissal, the familiar critiques "abrasive" and "brusque" were often used to describe her
management style, but not her male successor.
Unfortunately there isnt an easy solution to this frustrating situation. Snyder found that even
female managers critiqued womens personalities and not mens, hinting that these perceptions
and biases are deeply and perhaps unconsciously engrained in the way we view women at work.
The first step is perhaps simply pausing and asking why abrasive is an adjective reserved for
women.

==================

III. Performance appraisal methods

1. Essay Method
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.

2. 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.

3. 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 Raters biases

4. 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

5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

III. Other topics related to Performance appraisal wording


examples (pdf, doc file download)
Top 28 performance appraisal forms
performance appraisal comments
11 performance appraisal methods
25 performance appraisal examples
performance appraisal phrases
performance appraisal process
performance appraisal template
performance appraisal system
performance appraisal answers
performance appraisal questions

performance appraisal techniques


performance appraisal format
performance appraisal templates
performance appraisal questionnaire
performance appraisal software
performance appraisal tools
performance appraisal interview
performance appraisal phrases examples
performance appraisal objectives
performance appraisal policy
performance appraisal letter
performance appraisal types
performance appraisal quotes
performance appraisal articles

Anda mungkin juga menyukai