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Five Things To Avoid When Appraising Your Team

Appraising members of a team working within an organization is a crucial and complex managerial function. Of all forms of interviews, it is probably the one that evokes the most concern.

Since you are the manager that wants to appraise members of your team, you could be susceptible to certain things that could render your appraisal ineffective. Your subjectivity could be reduced if you avoid these five things during your appraisal:

1. Don’t Be Biased or Prejudiced

All of us, male and female, have certain biases and prejudices. These affect how we deal with others. During the appraisal, bias and prejudice could come into play and could take any form – religion, ethnicity, etc. But to have an appraisal that truly reflects its purpose, this must be avoided as much as possible. Your bias or prejudice as a manager should not affect the worth or premium you place on any individual in your team. 

2. Having Little Knowledge about the Appraised

If you don’t know the person you want to appraise very well, you should not attempt it. This is so because it wouldn’t worth very much in the long run. You should not appraise any member of your team in line with any trait if you don’t know him well and how that trait affects his job performance.

3. Don’t Expect Them to Be Like You

Many times, appraisers tend to be severe and over-critical of their team members. High standards are set, thus expecting the subordinates to be superman in order to meet them. For efficient performance, normal individuals are better staffed than those that are superhuman because the former tend to be open to continuous learning and persevere as a way of developing themselves and their potential. Don’t expect them to be anything like you if you are a workaholic. If you want to be exactly like you, you might end up giving them an unfavourable appraisal which is as unfair as those that are too favourable.

4. Appraising Based on Future Expectations

Appraisals of past performance are far more accurate than appraisal of future possibilities. As a human, you cannot predict accurately what a man would be able to do in the future. Thus, when appraising your subordinates, you should rate them based on the actual on-the-job performance and characteristics shown. It must have nothing to do with what they would be able to do in the future.

5. Don’t be too lenient

As a manager, you should not be too lenient in your appraisal and overrate your team members because you don’t want to offend them. Because you are cautious of what your team members say about you, and also because you do not want to appear as an antagonistic to those with strong personalities, you should do this less so that your appraisal can be valid. Even older people and those with long years of service should be properly appraised. Being too lenient with your appraisal for any reason will question your integrity if you are ever found out.

Conclusion

Effective appraisal requires an open mind, sound judgement, good communication, and systematic training. Therefore, there must be performance standards on how each of the team members is expected to do his or her job and adjusting them as needed after discussing with the team. More importantly, you should monitor the performance of your team and evaluate it against the established standards. 

Written By Segun Ogunlade, an Online Editor at HowNg

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