Taking the Subjectivity Out of Your Employee Performance AppraisalsJuly 11th, 2008 |
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If like most companies, you use feedback and ratings from your employee performance appraisals to drive decisions around compensation, promotions and training, then ensuring consistency in your employee reviews is critical. Even if you’re not using performance evaluation data to make these decisions, employees need to perceive a sense of fairness in their reviews. A perceived lack of fairness quickly translates into employee dissatisfaction and disengagement.
But how do you achieve fairness across the board, or even within a particular role, when so much of the evaluation is subjective?
We explored some techniques for ensuring consistency in a recent reference article on our website.
Since managers are individuals, and bring different experience and expectations to their role, it’s important to give them some guidance, and a framework to work within to eliminate some of their subjectivity from the equation. Multi-rater feedback, secondary manager or third-party reviews and detailed behavioral descriptions of competency demonstration are some of the tools that can help.
It’s also a great idea to have your HR team compare ratings between departments, especially for individuals performing the same function. It’s not hard to spot trends in ratings when you look at the bigger picture. In the same way you could tell how “tough” a teacher was by looking at their class average, you can get an idea of how consistent and fair your appraisals are by comparing scores between departments, and year over year. Your HR team can then intervene to ensure greater consistency and fairness.
Tags: employee performance appraisal, employee performance reviews, HR, multi-rater feedback |
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