So, March is here, and most companies are in the different phases of conducting appraisal processes. Of late, there has been a growing sentiment that traditional performance appraisals are losing relevancy. Therefore, many companies have shifted towards a 360\u00b0 feedback process.<\/p>\r\n\r\n\r\n\r\n
Both performance evaluation techniques have pros and cons and can be effective tools for improving employee performance if used correctly. However, before diving deep into appraisals, let’s understand why the performance appraisal is required in the first place. <\/p>\r\n\r\n\r\n\r\n
The focus of the appraisal remains on the outcomes of employee behaviour. There are two approaches to conducting appraisals. <\/p>\r\n\r\n\r\n\r\n
1. TRADITIONAL PERFORMANCE APPRAISAL:<\/strong><\/p>\r\n\r\n\r\n\r\n A traditional performance appraisal process generally occurs between the manager\/supervisor and the employee in a one-on-one meeting. The manager’s report is later reviewed by the company’s HR manager or CXOs, based on the employee hierarchy. <\/p>\r\n\r\n\r\n\r\n A standard performance appraisal process helps decide whether employees should get raises or promotions. If yes, then how much? <\/p>\r\n\r\n\r\n\r\n Traditional performance appraisal quantifies employee performance in different metrics. In this process, the manager and the employee are aware of the goals defined for the particular appraisal period. The evaluation is done based on the set goals. Scrutinizing measurable data, the traditional performance appraisal focuses on the employee’s hits and misses. <\/p>\r\n\r\n\r\n\r\n Pros: <\/strong><\/p>\r\n\r\n\r\n\r\n \u2022 It is a standard way of identifying high-performing candidates and encouraging them with rewards and recognition. <\/p>\r\n\r\n\r\n\r\n \u2022 Traditional appraisal methods like bell-curve shun discrepancies and bring uniformity to the appraisal process. <\/p>\r\n\r\n\r\n\r\n \u2022 It evaluates employee performance using a numerical scale and helps make decisions regarding increments and promotions.<\/p>\r\n\r\n\r\n\r\n \u2022 It is a time-tested method of assessing employee performance. <\/p>\r\n\r\n\r\n\r\n Cons: <\/strong><\/p>\r\n\r\n\r\n\r\n \u2022 The traditional method is very time-consuming as the manager has to spend days gathering employee performance data. It typically also involves a considerable amount of paperwork. <\/p>\r\n\r\n\r\n\r\n \u2022 The traditional method is rigid as it disallows skills, traits or work beyond evolution criteria, depriving some employees of well-deserved benefits. <\/p>\r\n\r\n\r\n\r\n \u2022 Most importantly, if the manager or supervisor is biased, it may become futile. As a result, the traditional appraisal method can also create a hostile atmosphere in the workplace. <\/p>\r\n\r\n\r\n\r\n \u2022 In a team project, it may become difficult for the manager to accurately point out an individual’s contributions and failings. <\/p>\r\n\r\n\r\n\r\n 2. 360\u00b0 FEEDBACK PROCESS:<\/strong><\/p>\r\n\r\n\r\n\r\n Contrary to the traditional appraisal method, in the 360\u00b0 feedback process, employees receive anonymous and confidential feedback from not just one but multiple stakeholders. In this approach, feedback is also obtained from external stakeholders such as customers, vendors, etc. Apart from them, the views of co-workers, supervisors, teammates and various reports are also taken into consideration.<\/p>\r\n\r\n\r\n\r\n 360\u00b0 Feedback Process is like collecting a broad range of inputs from many people rather than a deep level of insight from just one person.<\/p>\r\n\r\n\r\n\r\n Pros: <\/strong><\/p>\r\n\r\n\r\n\r\n \u2022 360\u00b0 feedback process makes employees more aware of their relationships with teammates and stakeholders, rather than just focussing on maintaining good terms with the manager.<\/p>\r\n\r\n\r\n\r\n \u2022 This appraisal helps assess employees’ human skills like leadership, communication, and teamwork beyond their job responsibilities. <\/p>\r\n\r\n\r\n\r\n \u2022 It encourages employees’ holistic growth by highlighting their strengths and weaknesses. <\/p>\r\n\r\n\r\n\r\n \u2022 It helps employees realize how they are perceived by others, giving them opportunities to improve upon weak areas. <\/p>\r\n\r\n\r\n\r\n \u2022 Since it is anonymous, it allows co-workers to raise flags comfortably. <\/p>\r\n\r\n\r\n\r\n Cons:<\/strong><\/p>\r\n\r\n\r\n\r\n \u2022 Negative feedback can create resentment in the team, giving birth to more conflicts.<\/p>\r\n\r\n\r\n\r\n \u2022 One cannot expect everyone to be honest while giving feedback about their colleague or teammate. Hence, this method is not always accurate. <\/p>\r\n\r\n\r\n\r\n \u2022 It is difficult to track anonymous feedback. Therefore, it becomes challenging for the manager to address and resolve issues. <\/p>\r\n\r\n\r\n\r\n \u2022 Since 360\u00b0 feedback requires data from many people, the exercise can be enervating and time-consuming for the manager.<\/p>\r\n\r\n\r\n\r\n Both appraisal methods have their pros and cons. Therefore, one should choose approaches carefully considering the organization’s growth vision, team size and nature of work. <\/p>\r\n","protected":false},"excerpt":{"rendered":" So, March is here, and most companies are in the different phases of conducting appraisal processes. Of late, there has been a growing sentiment that traditional performance appraisals are losing relevancy. Therefore, many companies have shifted towards a 360\u00b0 feedback process. Both performance evaluation techniques have pros and cons and can be effective tools for<\/p>\n","protected":false},"author":2,"featured_media":3030,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[26],"tags":[],"class_list":["post-863","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-coaching"],"_links":{"self":[{"href":"https:\/\/workdemo.eliteinfoworld.com\/huminivex_2024\/wp-json\/wp\/v2\/posts\/863","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/workdemo.eliteinfoworld.com\/huminivex_2024\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/workdemo.eliteinfoworld.com\/huminivex_2024\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/workdemo.eliteinfoworld.com\/huminivex_2024\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/workdemo.eliteinfoworld.com\/huminivex_2024\/wp-json\/wp\/v2\/comments?post=863"}],"version-history":[{"count":1,"href":"https:\/\/workdemo.eliteinfoworld.com\/huminivex_2024\/wp-json\/wp\/v2\/posts\/863\/revisions"}],"predecessor-version":[{"id":3045,"href":"https:\/\/workdemo.eliteinfoworld.com\/huminivex_2024\/wp-json\/wp\/v2\/posts\/863\/revisions\/3045"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/workdemo.eliteinfoworld.com\/huminivex_2024\/wp-json\/wp\/v2\/media\/3030"}],"wp:attachment":[{"href":"https:\/\/workdemo.eliteinfoworld.com\/huminivex_2024\/wp-json\/wp\/v2\/media?parent=863"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/workdemo.eliteinfoworld.com\/huminivex_2024\/wp-json\/wp\/v2\/categories?post=863"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/workdemo.eliteinfoworld.com\/huminivex_2024\/wp-json\/wp\/v2\/tags?post=863"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}