Advantages And Disadvantages Of Performance Appraisal

Performance appraisal, also called a performance review, is a more limited approach, which involves managers making top-down assessments, and rating the performance of their subordinates at an annual performance appraisal meeting (Seiden & Sowa, 2011). The performance appraisal is usually a checklist with various markers that assess how well you are performing your job. It measures performance over a time frame, and does not have anything to do with employee development or how the employee is going to improve performance in the organization (Seiden & Sowa, 2011).
Moreover, the 360-degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff members, coworkers, and customers (). Most 360-degree feedback tools are also responded to by each

When it comes to advantages, a level of transparency is maintained between the supervisor and subordinate, in which, both know what is to be done in difficult situations. It leaves less or no room for diplomacy as both know exactly what the problem is, however, focusing on the solution becomes easier. The expectations from the supervisor become clearer to the subordinate and hence, this gives the subordinate an opportunity to work on the performance gaps. The ability to work together as a team is enhanced due to better awareness about the competency and short-comings of the supervisor and subordinate. The strengths and weaknesses should be considered as a team’s strength or a team’s weakness, rather than individual strength and individual weakness. Due to a thorough understanding of the required performance parameters, both subordinate and supervisor will consistently follow the enhancement suggestions as a result of the form filling