Performance Management & Appraisal, Part II

1. Performance Management & Appraisal, Part II • Challenges to effective performance management • Performance evaluation feedback • Motivation and performance appraisal • Continuous improvement and performance management

2. Challenges to Effective Measurement • Rater errors -- halo, restriction of range, frame of reference • Influence of liking (hot processing) • Organizational politics • Individual Vs group focus • Recency effect

3. Performance Feedback • The appraisal interview • A conversation with a goal • Diminish defensive talking & listening • Pre Interview • The interview • Post interview

4. Pre Interview Steps • Communicate often • Reflect on your own standards • Encourage employee to prepare

5. The Interview and After • Encourage participation, • Judge performance, • Be specific, • Take a problem solving approach, • Set goals • Follow-up with feedback and communication

6. Motivation & Performance Appraisal • Motivational theories and appraisal • Expectancy theory • Equity theory • Performance appraisal as an outcome

7. Who Should Diagnose Performance • The supervisor • Peers • Self-appraisal • Subordinates • Customers • 360 Degree Feedback

8. Performance Improvement • Performance problems • Actor-observer bias • Direct attention to causes of performance • Developing plans to improve workers • Action plans • Communicate on performance

9. Backwards & Forwards • Summing up: Today we considered challenges to fair performance appraisal including rater biases, issues in the evaluation interview, the role of appraisal in motivating workers, and linking appraisal to continuous improvement • Looking ahead: Next time we begin our study of compensation and reward systems