Response We Can Make Performance Appraisals Work

In a response to Edward Lawler's article Speaking My Mind, it is noted that performance appraisals are the one human resources function that both managers and employees hate. The way most performance appraisal forms are set up, it is almost impossible not to offend someone. A manager probably cannot be trained to effectively evaluate an employee's performance based on subjective characteristics. Another problem is the rating scale that is often used in performance appraisals. The appraisal should be viewed as a joint planning activity between management and employees. The evaluation process can consist of 3 phases: 1. Identify essential job elements. 2. Have a reliable and credible rating system. 3. Have a meaningful discussion of the evaluation.