Improve the Accuracy of Performance Evaluations

Performance evaluations on the job can be quite serious. Since information from the performance evaluations or appraisals can go into the employee file and will likely influence pay raises, chances for promotions and other performance-related compensation, it is not surprising that they are often taken seriously by all parties. Unfortunately, the process of conducting performance evaluations can be flawed with human nature. After all, there is a certain amount of subjectivity and interpretation that goes along with the review process. There are ways to improve the accuracy of performance evaluations, however, and help all employees learn how to use the evaluation process productively.

The content of the evaluation should be mutually decided and periodically updated. Both managers and employees/subordinates should know the content of the evaluation and specifically what they will be appraised on far in advance. Each employee should be evaluated on the same elements and it should be also agreed in advance how long the interview will be, how it will be conducted, etc. Focusing on equality and fairness can be important.

Keep the focus on behavior and create an opportunity for specific information. Avoid being critical of things like personality characteristics or generalities. Instead, focus on specific job skills and cite ways that the employee meets, excels or needs to work on these specific skills.

If possible, develop a rating system that can also help with the specific feedback. Of course each number or letter on the rating system should be well-defined but having a way to categorize performance with a specific number, letter or scale rating system can be helpful. Information can be gathered from the employee as well as coworkers and supervisors and a combined rating system can be used. This way several opinions and observations can be brought together to create a more cohesive picture of the individual's performance.

A very important aspect of improving the accuracy of performance evaluations is to train those who are doing the reviews. By providing training around the evaluation process and making sure that all managers clearly understand the systems, ratings, purpose, etc. it can improve the chances that everyone will be on the same page. It is challenging to learn how to evaluate and review others' performance on the job, and providing training and practice can help managers complete the task more accurately.