First let me say I am no fan of performance review ratings or once or twice a year high stake do-or-die performance review meetings. No one wants to be reviewed, appraised, or evaluated to begin with. Now add to this mix the label we affix to the individual’s performance. If we could all get 100% or the highest rating there wouldn't be an issue; but in reality only about 6 - 10% of our employee populations represent "A" players. The other performers represent the worst and somewhere in the midde of the bell curve performers.
Performance Management Blog
The traditional performance review, evaluation or appraisal form always ends with an overall performance rating. So what should happen when making a significant change to a performance review process or document? Should employees be rated or given a grace period? During a recent webinar on Breakthrough Performance Management that is Simple, Effective and Easy hosted by the Northeast Human Resources Association the following recommendation was made:
Topics: performance ratings