Pros And Cons Of Performance Appraisal System

1784 Words 7 Pages
Cons of Performance Appraisal Systems Along with the many advantages of performance appraisal systems, it all comes down to whether or not they are being implemented effectively and whether or not they are beneficial for the organization as well as the employee. A huge disadvantage of performance appraisals is that traditionally when conducted, they only involve the manager’s view of his or her subordinate’s performance. In many organizations, managers have a lot of responsibilities including not only overseeing his or her subordinates but they often have to report to their supervisor as well, which could lead to a limited amount of time actually observing their employees in action (Gluck, 2012). Another huge drawback to performance appraisals …show more content…
Managers often forget to drop their biases off at the door before conducting a performance appraisal; managers sometimes bring their own biases and personal notions to the appraisal process, which is extremely unfair. Bias can typically skew any type of performance appraisal system, manager-based as well as peer review-based appraisals, which can cause employees to lose faith in the system and perceive them rightfully so as unreliable measures of performance. To work suitably, employees must see these systems and fair and impartial (Gluck, 2012). Along with appraiser bias, appraisers are human and they are subject to make errors as well, which will also lead to employees losing faith in the appraisal system as well as the possibility of leaving employees feeling stressed and distraught (Lotich, 2014). Other disadvantages of performance appraisals widely talked about include: they can create an extremely stressful atmosphere for everyone involved, they can be overwhelming for both the manager conducting the appraisal as well as the employee being appraised, poor performance and issues in the workplace should be addressed immediately to ensure they are corrected rather than waiting until the end of the year or for the next performance appraisal, and many more (Bersin, …show more content…
Along with getting everyone in the organization on board with the performance appraisal system, like stated above, picking an appropriate rating system can make or break this process. To establish an effective appraisal, choosing the rater or raters is also essential for the success of the system overall. Depending on the organization, deciding who will be doing the rating and ensuring they are trained formally to do so effectively and efficiently is tremendously important (Biron, Farndale & Paauwe, 2011). Rater(s)/rating methods that are typically used in performance appraisals include: supervisory ratings, peer-ratings, self-ratings, and even using multiple raters most commonly referred to as the 360-Degree feedback systems. Another aspect of constructing an effective performance appraisal system is deciding the appropriate timing of appraisals. And last but not least, ensuring appraisal fairness is key to the success of any performance appraisal system (Kleiman, 2009, p. 240). When conducting a survey with Kristi Whittecar, Human Resource Manager at Cashman Equipment, she stressed the fact that traditional performance appraisal systems aren’t working as well as once they did and that it was time to evolve performance appraisals to fit in the modern workplace including theirs. She explicated how current performance appraisals

Related Documents