advertisement

Performance appraisal formats for giving feedback

50 %
50 %
advertisement
Information about Performance appraisal formats for giving feedback
Books

Published on March 4, 2014

Author: Performance-appraisal

Source: slideshare.net

advertisement

Cond question first - performance appraisals are subjective by the nature of the exercise. You can establish goals, metrics, and measurements all day long, but there is always an element of an appraisal that rests on how well you and your boss work together - mutual respect, trust, a good work ethic, etc. Those are hard things to measure. Now let's look at different formats: Self-appraisal: people are generally harder on themselves than their bosses are. Also, the individual rating themself knows their work and accomplishments better than anyone else. Peer review: IF (and it's a big "if") peers are able to provide this feedback in an honest and nonthreatening way, it can be very powerful. We all wonder how we appear to others we work with - what do they really think of us? If a boss gives us bad feedback, we can write it off he's just a nasty boss, he doesn't really understand what I do, etc. If we hear from everyone we work with that we're perceived as a slacker, it's hard to slough off that feedback

• top-down review: this is a one-on-one with your boss, and it's your opportunity to hear what the boss thinks of your work, get some "quality time" with him/her to talk about your career path, where you can grow, and so on. • 360 review - the most difficult to implement, and the most comprehensive/rewarding feedback mechanism. You hear from everyone - your boss, your peers, even your subordinates if you have them. You learn how you're perceived as an employee, a colleague, and a boss. This provides the most clear look through the eyes of others, and can identify weaknesses that the other types of reviews cannot - for example, a top-down review might not clearly identify weaknesses in your management style the way that a subordinate review in a 360 process can. • Hope this helps - good luck.

Add a comment

Related presentations

Related pages

Performance Appraisal: How to Give Feedback on Performance ...

Performance Appraisal: A three step process for giving performance feedback Step 1. Performance Appraisal Preparation: Get the feedback ready
Read more

performance appraisals and sample appraisal form templates ...

performance appraisals, performance evaluation ... Here is a free performance appraisal form in pdf format, ... Some people are happier giving feedback ...
Read more

What are the effectiveness of different performance ...

What are the effectiveness of different performance appraisal formats for giving feedback?
Read more

Session 4. Performance appraisal - Food and Agriculture ...

Session 4. Performance appraisal. ... appraisal formats. 7. Performance evaluation of ... on future planning while giving feedback on past performance.
Read more

How to Give Effective Performance Feedback

How to Give Effective Performance Feedback. ... Principles for Giving Performance Feedback. ... The annual performance appraisal system is not a substitute ...
Read more

Sample performance review comments & appraisal feedback ...

... sample performance review comments and appraisal ... and providing concrete examples in the performance appraisal feedback and comments can take a lot ...
Read more

Performance Appraisal Feedback | Ensure Effective ...

Performance Appraisal Feedback should enhance the performance ... Performance Appraisal Feedback should ... giving performance appraisal feedback to ...
Read more

Employee Performance Appraisals - Encyclopedia - Business ...

Employee Performance ... distribution format." Antonioni suggests the appraisal form use ... feedback in the performance appraisal process ...
Read more