7 Crazy Mistakes Made By The Employees During Performance Appraisals

When performance appraisals goes crooked, the primary causes are has not much to do with employees. Employees take their words from human resources and management. When an individual employee takes the process in negative way, than they can create or damage the best performance appraisals process.

1.Focus on appraisal forms: Performance appraisals is not about the forms. The aim behind the performance appraisals is to improve th employees and managers and to extract the hurdle from job success. It is basically done to make them better, but the form don\'t make any improvement. But it is simply the way to record the basic information about later reference. It is nothing but wasting of time by focusing on appraisal form.

2.Fail to prepare beforehand: Employees can focus on their key issues while preparing for performance appraisals. But most of the employees enter the meeting without preparing and you are unable to present your points of view. Unprepared means you are reactive or passive participant. Employees can prepare before hand by identifying the problems they face in their jobs, and reviewing their job description, job responsibilities etc.

3.Sensitiveness: We take our job seriously and personally, it is very difficult to hear the comments about our work especially when they are critical. Constructive comments are also difficult to hear. If the employees walk into the discussion with defend attitude, than it is impossible to improve performance. Is does not mean that employees cannot present their own opinion and suggestion, but it means that they should present it in a polite, honest manner rather than a defensive and emotional manner.

4.Lack of communication during the year: Employees need to know their performance or how they are doing all year round, but not at a time of appraisals. The first responsibility of the management is to assure that there are no surprises at appraisal time. Managers discuss both positive and negative aspect about the employees performance throughout the year. It is upon the employees interest to start the discussion about their yearly performance. The sooner the employees know where they are, and what changes are needed, so that the problems can be solved at early stage.

5.Not clarifying enough: If the managers are perfect, the problems hardly occurs. Some managers have good communication skills but some don\'t have. So the employees do not get the clear comments or suggestion what managers want to say. Unless the employees is not clear about the explanation, they cannot make improvement in their future job performance.

6.One sided participation: When both the participants are active than performance appraisal work the best. When the employees are not comfortable in participating, than managers should make them comfortable, but some manager fails to do that. This time is the best time for the employees to make changes to improve their performance and to remove the barriers which comes in job success, and new ideas to increase productivity. The mangers up to their best can help the employees to do their job more effectively, but they need full support of employees like providing correct information and better ideas.

7.Taking appraisals as money making: Result of the appraisals are tie with employees pays by many companies, which puts the employees and managers on one side. Employees then focus only on money component and when they focus on such component they make many stupid mistakes.

Performance appraisal is the responsibility of managers and human resources department. If the managers and human resources do their job well, employees who comes with a negative thought are unable grow over the long term. It is important for employees to participate actively and focus on the things which needs to be improved in the future. No matter whoever initiate the topic, performance appraisals is all about positive open communication between the employees and managers.