Module 5 • Staffing your business
• Forced choice technique – the evaluator must choose between statements, which describe the employee the best.
• The evaluator prepares a list of effective and ineffective behaviour during the appraisal period critical incident technique. At the end of the period these incidents are then evaluated.
• Essay appraisal or checklist method – the evaluator must list the good and bad points of an employee’s behaviour or choose from a list the words or statements that best describe the employee.
• Management by objectives (MBO) method – the supervisor, together with the employee set a number of specific objectives for the employee. He or she is then evaluated according to how successfully the objectives were achieved.
2. Multiple performance appraisal techniques • Ranking order scale – used to rank employees from the highest to the lowest according to a global criterion such as quality of work
• Paired comparison – every employee is compared to every other employee in the business to determine his or her position in the ranking order of appraisal.
3. Other techniques • Performance tests – used to test how well an employee can solve a work-related problem. An artisan will, for example, be tested on his ability to take apart and reassemble a gearbox in a specific time.
• Self-appraisal techniques – useful for employees to evaluate their own performance. 3.4 Feedback to employees
It is very important that managers give their employees objective feedback about their performance after the appraisal process has been concluded. Feedback is the most effective when it takes place immediately or as soon as possible after the appraisal. Feedback can be negative or positive. Negative feedback occurs when the employee did not do his or her job effectively. This kind of feedback must be done with great sensitivity because criticism may put the employee on the defensive and result in even poorer performance.
There are certain important guidelines when feedback is given to employees: • emphasise the positive aspects of the employee’s performance • state to the employee that the appraisal process is there to improve performance and not to discipline and criticise
• keep the feedback session private • review the performance at least once a year • keep criticism specific and not generalised • focus criticism on performance and not on the person • stay calm and do not argue with the employee • determine specific actions that will assist the employee to improve his performance • emphasise your support for the employee’s attempts to improve.
Activity 5
How would you carry out a performance appraisal interview? Role-play in class where a good and a bad performer are interviewed. Make a list questions for each candidate prior to starting with the interview. Think carefully about the different types of questions that you will need to ask.
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