What Are the Major Problems with Performance Appraisals and How

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The Answer is First, performance appraisals been blamed as being backward looking, subjective and concentrating only on the negative aspects of work.To combat this, managers should provide positive feedback, followed by constructive (and honest) feedback, and then conclude the appraisal with positive feedback once again to ensure the process ends on a positive note.Managers should also avoid shying away from discussing negative aspects as both positive and negative work aspects should be openly discussed if the employee, and organisation, is to reach its full potential.However, at all times, the parties involved in the process should conduct the appraisal with utmost professionalism.
Second, people fail to see the clear link between their performance appraisal and organisational objectives, due to poor interpersonal communications.Therefore, HR managers need to develop excellent interpersonal skills and learn to use appropriate communication mediums, taking advantage of technology where possible.It is also important in the development of communication skills for managers to align performance appraisal with strategic performance management in a bid to achieve strategic business objectives.
Third, a number of past researchers confirm that both managers and employees alike find formal performance appraisals not particularly useful in developing better organisational performance.For example, Fletcher (2001) argues that if performance appraisals are to be used optimally, organisational members need to escape the present static mindset and dynamically apply the outcomes of the appraisal in a positive and constructive manner.Contemporary appraisals therefore should be viewed as a fluid 'process' and not a static 'state'.
Procedural justice is concerned with the fairness of organisational procedures and how employees are treated, including frequency and quality of communication.This is important because it allows employees to have a sense of control over the process and outcomes of decisions and their perceived fairness.One important aspect of performance appraisals, therefore, would be the extent to which employees believe they are given a 'voice' during the process.This can be enhanced by the appraiser and appraised listening to each other's opinions.The appraisal should take place at a neutral location (e.g.other than the manager's office), where each party can rationally, formally and informally, and professionally voice their opinions, concerns and recommendations.This step may be conducted in a similar way to a debate whereby each party receives several opportunities to voice their opinions and state their concerns in a constructive and professional manner.

What Are the Major Problems with Performance Appraisals and How

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