Performance evaluation Flashcards
Who does performance appraisals?
- diret supervisor
- team members
- subordinates (anonymous probably)
- customers (prob get more neg feedback though)
^ all together is 360 degree feedback!
When do the many varieties of performance appraisals work best?
when. ..
- common performance standards are used
- anonymous raters
- raters are properly trained to do the evals
- evaks are used for feedback + perf improvement **not for allocatin rewards!!
- evals are focusde on action plans
What are some performance rater errors?
- Recency Effect
- Leniency (rate higher than actual perf, oft cuz like them, afraid of conflict, want everyone to get bonus/promotion)
- Severity (rate lower than actual perf, oft cuz dont like them, constructive dismissal attempt, to motivate, to avoid giving bonuses, etc.)
- Central Tendency
- Halo/Horns Effect (one good/bad thing outweighs all bad/good)
- Contrast Effect
- Attribution (Situational vs. Disposition) (self eval often blame situation/external factors, others eval often blame person themselves/internal factors)
Describe the matrix of types of performance eval criteria
subjective
- process oriented = initiative, dependability, enthusiasm
- results oriented = customer satisfaction, wual of work
objective (quantifiable!)
- process oriented = checks equip after shift, follows safety procedures
- results orientedd = % wastage, sales volume
What are the important factors in choosing a performance evaluation format?
- Objectivity (uses Job related criteria)
- Cost of Development
- Cost of Use (evaluator and employee time)
- Ease of Use (too long, hard to work through)
- Feedback for counseling & improving performance (get good, actionable info out of it)
- Information for HR Decisions (pay, rewards, promotions, lay-offs, terminations etc.)
What is the BARS method of evaluation?
anchors rating scale to specific behaviours that are described BUT means that supervisor must be able to actually observe emplyoees and look for those behaviours
5 - excellent: employeee greets regulars by name, asks how to assist
1 - poor: emplyoee ignores customers while chatting with coworkers
What is ‘MBO’? What are the cascading goals? What do for MBO?
= management by objective
top: organizational goals = sales/profits, market share
mid: departmental = productivity, sales, wastage
bot: individual = production, sales, wastage
do:
- Negotiate Goals (mutually agreed upon)
- Develop and agree on Action plan (HOW achieve goals)
- Independent work
- Periodic reviews
- Final appraisal
- Allocate rewards
- Repeat cycle
How should you choose objective for MBO?
Use SMART goals = specific, measurable, achievable (but challenging), related, time-bound
What is Rank & Yank strategy? With microsoft? Is it a good strategy?
uses normal distribution (bell curve) to evaluate + give raises, etc.
Microsoft 2013:
majority in middle get moderate raises
top minority get big raises
bottom minority get coaching, subject to termination
not too good strategy bc doesnt allow really for change, studies have found that those who use it often arent high performing companies
What need do to make performance appraisals accurate?
- Train raters in use
- Develop Standardized rating system
- Ratings used for counseling not rewards
- Ratings Confidential
- Ratings done regularly
- Busy periods avoided
- Raters have opportunity to observe employee on regular basis
- Establish an appeal mechanism
- Raters held accountable
What is the current trend of performance appraisal strategies?
- move away from annual rankings, shift to more continuous/regular check ins and more conversation, less just rate/rank and move on
- encourage employees to take responsibility for these check ins and for topics
- focus on growth and development
- get employees to have a stake in their own progress, have accountability, treat them as responsible, real humans
