Performance appraisal – do’s and don’ts

Employee performance appraisals are considered important in order to provide information about the employee’s performance. This information helps the management in taking decisions regarding salary hikes, promotions, confirmations, transfers, and demotions. Apart from this, employee performance appraisals provide feedback information about the level of achievement and behavior of employees. The appraisal process also helps to assess the performance of the employees, rectify performance deficiencies, and set new standards of work if required.

This exercise plays a crucial role in providing information that helps to counsel employees. The information helps to identify deficiency in employees regarding skill and knowledge, determine training and developmental needs, recommend means for employee growth, and give suggestions for correcting placement. The performance appraisal form becomes a permanent record that has an impact on your career not only in the same organization, but may also be used as reference if requested by a future employer.

Below are the Q&A answered by Amit Bansal, CEO PurpleLeap


Mahesh asked, How tp prepare yourself for the next position which you are looking for ?
Amit Bansal answers, Ensuring you meet the eligibility criteria is the first important thing. Next thing is to look at your own competencies and identify gaps. Apart from that you may have to look at other specific competencies that are required to fulfill the new opportunity.

Shirish asked, I had joined a company exactly on 10th Apr 2011 and got confirmation after six month. Now we had appraisal from 1st April 2012, they tell me that since I have 10 days short for one year completion, hence I am not eligible for the appraisal. Is is correct
Amit Bansal answers, That’s unfortunate, however that is right. You are 10 days short of the cut off.

Brahma asked, Why do companies insist on normalization ?
Amit Bansal answers, Normalization ensure objectivity in the performance appraisal system. It’s a very effective system for appraisal.

Abhijit asked, Most of the time, the appraiser talks about non achievements than achievements to lower the rating, how to avoid that because my appraisal will be done based on what I have achieved.
Amit Bansal answers, It’s your onus to ensure that during the appraisal meeting you have relevant documents and proofs for your performance. And when it’s your turn to talk about your achievements you must highlight each of them with enough evidences. However, if you do not agree with the points of non performance, you can offer your rebuttle during the review meeting with evidences.

kamal asked, sir it had been 7 months in my first company and my salary is very less should i ask my boss for increment please suggest???
Amit Bansal answers, If your company follows the annual appraisal cycle then you will have to wait till you complete one year with your organization before asking for a raise.

AppraiseeABC asked, My supervisor agrees that he messed up my appraisal. But he cannot change it due to strict policies by HR. How do I handle a situation like this, as I feel quite demotivated?
Amit Bansal answers, If you have an email or document which states the reason why the supervisor did not do your appraisal correctly, then you can raise this issue with the HR and request them to review the appraisal. As I had mentioned earlier, most HR’s have a policy where a review request for appraisal can be initiated.

Raju asked, Hello Amit, i have done appraisal for my team but my management asked me to review the same again and send it. i have done the best as a boss, but the management asks to cut down. pls comment
Amit Bansal answers, I can understand your situation, however force fit is a normal process during appraisal process. You may want to assess your management’s perspective to do this objectively and complete justice towards each member of your team.

Rajesh asked, If an existing tenured employee has completed 2 yrs. with an org’n and its been only an year since you have joined, being at the same level though your performance has been superior, can you demand for a promotion..
Amit Bansal answers, There is no harm in suggesting for promotion based on specific areas of exceptional performance. However, it completely depends on the appraisal process and HR policies if you will be offered that promotion.

Puneet asked, There is one more question which I often try to answer by myself. when my boss & my subordinate (whose performance is my base) is performing “Excellent” how I performed only on “Good”?
Amit Bansal answers, Request you to look at your KRAs to assess the difference. The dependency on someone else’s performance is only limited. Areas like initiatives, self-development etc are completely based on your own performance.

Employee asked, How to ask for a promotion during the appraisal talk?
Amit Bansal answers, During all appraisal meetings, future expectations are talked about. That would be an appropriate time to express your desire for a promotion.

Rajesh asked, Inspite of the year’s achievements accomplished and the same written in the appraisal sheet, if an individual is not able to express the same during the meeting should this have any effect on the rating…
Amit Bansal answers, Besides what is written in your appraisal document, it’s important to be able to highlight your key accomplishments during the review meeting. It’s very similar to interviews. You are selling yourself yet again based on your performance during the past quarter or year whichever is applicable. Therefore, the ability to express it to your supervisor is equally important.

Santosh asked, My manager has given 4.5 rating out of 5, he says he can give good hike or promotion, but not the both. Promotion may get 3% hike, where as just the hike would be 12% on current CTC. How to handle this situation?
Amit Bansal answers, Well if it was about numbers I think you would choose the hike and give away the promotion. However, I would like you to consider each opportunity objectively without comparison. Maybe the promotion will bring opportunities for you which you have been waiting for. However if that doesn’t look too great then off course you should go with the hike. As I said, look each of them objectively without comparing.

Eshwar asked, Can performance appraisals be used for motivating the employees
Amit Bansal answers, Performance appraisal is a key system within the HR to motivate employees.

paramkaur asked, do you agree that self-assessment practices should be encouraged by organisations to make the assessment perfect?
Amit Bansal answers, Now a days, self assessment has become a norm. I barely hear of organizations who do not follow this system in they appraisal practice. It’s a fair means of assessment and gives a lot of opportunity for any employee to highlight their achievements.

ajk asked, Can you reject a rating given by boss if not satisfied or escalate it to higher levels?
Amit Bansal answers, Absolutely you can. You can escalate it to the HR and they can organize for a review process based on the organization’s HR policies.

chanchal asked, What are the mandatory question to be asked on peformence appraisal
Amit Bansal answers, Mandatory questions an appraise can ask or questions a supervisor should ask? I am not sure if I have understood your question.

deepak asked, what is the expected hike this year for Middle level management resources?
Amit Bansal answers, Different industries have different criteria for appraisal in the compensation. Your organization’s HR can give you a better perspective on that.

Krishnagopal asked, Does Performance appraisal reveal any truth or this is just the relation one has with his boss?
Amit Bansal answers, Performance appraisals talk about not just an employee’s overall productivity at work however in many organizations professional interpersonal relationships hold a great importance in the KRAs. However do not mistake it for only maintaining cordial relationships with your boss. It’s about your inter departmental relationships and relationship with your team members as well.

paramkaur asked, which parameter has maximum weightage in the performance appraisal, generally?
Amit Bansal answers, If your organization has assigned weights to your KRAs then it depends on what each of these KRAs hold for you in terms of weightage. It totally depends on your organization’s method of performance appraisal.


Chat date: April 18, 2012




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