Making Performance Appraisal Effective

If someone at work says, “You did a great job,” you’ll probably accept that comment without question (and think “I’m glad someone noticed!”).  However, if another person comes to you and says, “You messed that one up,” you may reject that comment (and think “how would you know?”).  The problem is that neither judgment – praise or censure – was supported with any valid information. An ineffective performance appraisal can feel the same way.  Most organizations use some process to collect information to support an appraisal (employee self-assessment, feedback from clients and colleagues, managerial observations, etc).  Even when this information is valid, it is often not sufficient to deliver an […]