Effectiveness of a Employee Performance Appraisal

The effectiveness of a Performance Appraisal is determined by several problem areas that deliver accurate decision making and sufficient accountability in accessing the employees' performance. The determination of the effectiveness is the following: the rating grid is not strict or rigid that needs adjusting, the rating grid is attainable or it is not attainable to reaching success when employees have demonstrated such negative behaviors, the measurable methods is not up to par compared to related companies current performance appraisals systems, and the measurable method process is not allowing the ability to have employees provide their own self awareness of performance analysis. Therefore, a goal is to have a more direct approach in order to resolve any possible outstanding issues in a productive performance appraisal.

In regards to the rating grid that might be too strict in preventing a more flexible attainable level to be reached by the employee, the new performance appraisal will need to focus on adjusting the rating grid towards customer service that are not harder to detect. The method to accomplish this is to create measures that are documented and reliable sources. For instance, the customer service grid can get tricky those results in acceptable or unacceptable feedback due to hard to determined experiences. Therefore, an adjustment to identifying specific measures that outline daily tasks that relates to customer service in your company. A questionnaire can be completed by management that query the effectiveness of resolving issues in a timely manner, and answering phones in prompt manner, and reducing the number of drop calls.