In a previous article, we discussed the definition of a performance appraisal, how and why it is used, and when to use them.

If you are interested in that article, check out What are Performance Appraisals.

We have learned that appraisals are an important part of every organisation. They are crucial for the growth and satisfaction of your employees and of yourself.

But, what exactly should you do?

A simple Google search will reveal to you that there are dozens and dozens of different performance appraisal methods out there. Only a few of them will be applicable and useful for you, depending on the type of organisation you run. The landscape can be pretty confusing.

That is why our team has decided to compile all of the well-known appraisal methods, and briefly explain them. That way you will be able to choose the ones that would be the best for you.

Let’s begin.

Methods for Performance Appraisal

Behavior-centered performance appraisal

This type of appraisal focuses on a specific, desireable behaviour (or a group thereof). It is a very narrow evaluation and the only information you will get is how well is an employee doing a certain behaviour.

An example could be: “Does the employee greet clients with the the correct greeting?”

Trait-centered appraisal

With this method, you are evaluating certain attributes that you want your employees to have. Those could be attributes like punctuality. The supervisors than rate the employees on these attributes with a simple checklist.

The thing we don’t like about this method is that it is strictly top-down. Meaning, an employee is only being evaluated by his superior. Some other methods that we will mention have resolved that issue.

Unstructured Method

This method relies only on the opinion of an employee’s supervisor. There is no structure in this sort of evaluation. The supervisor basically writes his own subjective opinion on the behavior and performance of an employee.

This method has obvious flaws and shortcomings in it. Different personality types can match or mismatch in various ways, and that will obviously affect the evaluation.

Therefore, we do not recommend you use this method. At least not by itself.

This method has great potential in conjunction with some other methods that provide a more objective perspective on the situation.

We will continue in the second part of this series.
There you will discover some other methods and our top choice, as the best appraisal method.

Make sure you check this out – Performance Appraisal Methods – Part 2