Performance Appraisals

7. Who Appraises Who, When?

7.1 It is common practice for employees to be reviewed by their line managers.

• If your appraisal system is ineffective, it is probably due to the poor skills of the managers conducting the appraisals.
• Train your managers in appraisal skills.
• Train your employees in appraisee skills,so that they can contribute effectively.

7.2 Bottom-up appraisal is a more comprehensive approach.

• Each employee is appraised by subordinates, as well as a line manager.

7.3 A 360-degree appraisal is more thorough still, taking in feedback from subordinates, colleagues, superiors, and customers.

• One advantage of this approach is that the appraisal is less vulnerable to bias.
• A disadvantage is the sheer amount of time the process consumes.

7.4 The optimum frequency of appraisals depends entirely on the circumstances.

At the very least, they should be once a year.

• If you are trying to motivate a team and drive the business forward, quarterly appraisals may be more appropriate.
• An employee who is new, or has moved into a new role, may initially need more frequent appraisals.
• Another employee, who has done a routine job for several years, may only need one appraisal a year.