“Tipping” and Performance Appraisals

Employees who regularly receive tips as part of their employment are receiving constant feedback about the quality of their work. For example, a waitress may serve twenty tables or more in one shift. All of those parties will likely leave a tip that represents the level of satisfaction the customers felt from the waitress’ performance. The waitress may learn to adjust her behavior or performance depending on the feedback she receives from the tip amounts. How can this be applied to corporate settings? Continue Reading →

Raters and 360° Feedback

The use of 360° feedback has continued to increase as organizations understand the value of using this assessment style. 360° feedback allows employees, managers, and the organization to gain valuable insight into one’s performance from a more varied group of raters. Performance evaluations tend to cause employees stress and anxiety. Although there are many reasons for this worry, most commonly, employees feel that his or her manager is out to get them. When 360° feedback is implemented, the presence of bias is decreased and no longer is the assessment resting on the manager’s opinion.

Is 360° feedback the perfect solution for performance appraisals? Like an appraisal system, there are flaws that should be understood by organizations and the organization should work hard to prevent inaccurate performance appraisals. We have all been in groups or work settings in which there seems to be one “odd man out” or one person that just does not seem to mesh will with the rest of the group. It is not that there is anything wrong with this employee, but there are differences in personalities. Unfortunately, this employee may be a target for poor performance evaluations.

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Performance Appraisals Can Stop Counterproductive Work Behaviors

When counterproductive behaviors occur in the workplace, organizations typically want to stop them as soon as possible.  Counterproductive work behaviors are behaviors that do not reflect organizational goals such as aggression, sabotage, stealing, and interpersonal conflict. The best way to minimize counterproductive behaviors in the workplace is by using performance appraisals.  The appraisals must be taken seriously by managers and delivered in a timely manner. Continue Reading →