Tasneem Hameed writes about the pitfalls of Performance Appraisals for The Extra MILE E-zine.
“When you judge another, you do not define them, you define yourself”- Wayne Dyer
To judge someone is a very difficult task. Even God who is almighty fixed a criterion for judging people, i.e. good deeds and bad deeds for reward and punishment. As their mind developed, humans too accepted its value for better control and they adopted it happily. When organizations came in to being, its application increased further because of its acceptance as the best way to manage people, and performance appraisal was the outcome. The modern performance appraisal systems go beyond rewarding the good deeds, i.e. good work, performance or efficiency and effectiveness of employees through money and use it also for development of employees. In addition to direct fixed compensation and bonuses employees get rewards of promotion and career paths. The punishment side comprises of withholding of increment, warning letter or even termination.
Blue Eyes And Bad books
Performance appraisals are not only one of the most critical management processes, but also the most controversial. Judging and rewarding people being a sensitive matter no one can deny its importance. It is difficult to find an employee who thinks or admits that his/her work performance was bad or not up to the mark. Although new methods are being continuously explored and implemented, but there is always a feeling of justice not being done according to most of the employees who don’t get expected outcome from their performance appraisals. As the manager/supervisor of an employee has the most important role in the performance appraisal, he mostly has to bear the brunt of criticism. The most common complaint has been that of personal bias, both positive and negative, i.e. favoritism or dislike. For some employees good appraisal indicates that the appraised is a blue- eyed employee while the employee who does not get good ranking in the appraisal is in the bad books of the appraiser.
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Posted by Christina Lattimer
