Performance appraisal : A key to motivation.
Performance appraisals: an effective way for
motivation.
A happy working force inside a happy working environment
will give happy endings. An organization's structure and culture should be
bemused as to create such an environment for its employees to work in. People
who are satisfied with their job work with high potential and gives a positive
impact on the productivity of the organization. In such instances where the
employees need to be motivated, proper appraisal programmes should be
strategically implemented As a result, a number
of performance appraisal techniques have over time been devised to help
establish employee‘s performance. In the contemporary times, the use of
performance appraisals has been extended beyond the rating of the employee‘s
performance to aspects such as motivation (Idowu,2017). Performance appraisal
is a widely discussed concept in the field of performance management. The
importance accorded to performance appraisal systems in part arises from the
nature of the current business environment, which is marked by the need to
achieve organisational goals as well as remain relevant in intensely
competitive markets through superior employee performance (Chen and Eldridge,
2012). Arguably, the key to ensuring that employees perform well lies in the
ability to provide them with the right working environment. Such an environment
generally includes fair treatment, offering of support, effective communication
and collaboration. According to Maley (2013) these are the very qualities that
are created by an effective performance appraisal system.
5
key factors of a performance appraisal.
ource;AIHR-Academy to innovate HR,{2019}
The
above video shows and explains what performance appraisals are.
As
such the top management should stick to strategies in employee appraisals where
the bond between the employees and the employer and ultimately towards the
organization itself is built and secured.
According
to Idowu (2017), there are several types of appraisal systems which can be
described as follows.
1. 360 degree/Multi-rater
performance appraisal. By description the 360 degree appraisal system involves
an appraisal system that encompasses the views of different groups of reviewers
who socialise with the organisation‘s employees. Such reviewers include the
employee‘s superiors (managers and supervisors), co-workers/peers and
customers. The process also includes the employee‘s opinion about him/herself
and hence its recognition as a multi-source, multi-rater and full-circle
appraisal system (Grund & Przemeck, 2012).
2. Management by objectives
(MBO). The process begins by the establishment of clear objectives for the
employee. An action plan detailing the way in which the objectives are to be
achieved is develop. The employee is then allowed to implement the developed
action plan. This allows for appraisal of performance in an objective manner (Idowu,2017).
3. Graphical rating scales. A
graphic rating scale in this context entails a performance appraisal rating
checklist. Using the checklist the manager simply rates the employee on a
continuum that may range from poor to excellent depending on the aspect being
evaluated (Indowu,2017).
The
following video explains about the types of performance appraisals which can be
used in organizations to enhance employee motivation.
Types
of performance appraisals
Source ; J.S Llorca,{2021}
When
proper appraisal schemes are developed and adhered it will enhance employee
motivation in return. Motivated employees will show high performance levels and
will have the potential to develop noval ideas in achieving organizational
goals. Several such strategies are enumerated below.
1. Performance appraisals and
employee rewards.
2. Performance appraisal for
motivation through promotion.
3. Salary increase and bonus payments.
4. Performance appraisal and
employee recognition.
Performance
apprasuals programmes should be designed in such a way that employees’
attitudes are positively developed and motivation is enhanced. Organisations
should therefore adapt a more personal approach in linking performance
appraisal results to rewards and incentives. This could contribute
significantly towards boosting of employee motivation as a result of improved
levels of satisfaction (Idowu,2017). Such strategies are critical for retaining
good talent within the organization and for its survival in the globalised
competitive world.
List
of references:
Chen,
J. and Eldridge, D. (2012) Are “standardized performance appraisal practices‘
really preferred? A case study in China‘, Chinese Management Studies,
4(3), pp.244 –257.
Grund,
C. and Przemeck, J. (2012) “Subjective performance appraisal and inequality
aversion‘, Applied Economics, 44 (2), pp.2149–2155
Idowu.A (2017). Effectiveness in employee performance
apprasail system and its effects on employee motivation. Nice journal of
business and economics 3(5).
Maley,
J. (2013) ‗Hybrid purposes of performance appraisal in a crisis‘, Journal of
Management Development, 30(10), pp.1093 – 1112
Hi Udana, valuable post and agreed with you. Employee performance has traditionally been accorded prime focus by human resource managers. As a result, a number of performance appraisal techniques have over time been devised to help establish employee’s performance. In the contemporary times, the use of performance appraisals has been extended beyond rating of the employee’s performance to aspects such as motivation. (Ayomikun Idowu, 2017)
ReplyDeleteDear Udana, Very interesting post. In addition to the above appraisal methods, Objectives and key results (OKRs) are one of the newer types of methods being used to evaluate performance. They’re focused on identifying quantifiable measures to evaluate performance. OKRs are designed to evaluate company and team performance, not performance at an individual level. The benefits of using OKRs is that it helps employees focus on achieving team and organizational outcomes by working together toward common goals. (Aggarwal and Thakur, 2013)
ReplyDeleteDear Udana, This is an interesting topic on how an effective and efficient performance appraisal can lead to employee motivation. Addition to what you have mentioned, the organization should have a robust performance appraisal process in order to the employee have faith in the system. The manager's ability to be unbiased, point out skills gaps , recommend way of correction and regular rating of performance leads to increased motivation of employees(Dangol, 2021).
ReplyDeleteHello Desha, Agree with the post. Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. To be effective, managers need to understand what motivates employees within the context of the roles they perform. All of the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employees changes constantly (Bowen & Radhakrishna, 1991).
ReplyDelete