"My organization uses graphic rating scales in its performance appraisal process. When an employee asks me to explain why he or she got a '4'on the 'dependability' scale instead of a '5,' I never know what to say."

This is a common problem for managers, because most organizations continue to use graphic rating scales. You can convert graphic rating scales to BARS or BOS-type scales for your own use. Ask yourself what kinds of behaviors would be good, clear indicators of excellent performance—and which behaviors would be good, clear indicators of poor performance. Developing these behavioral anchors before you evaluate any individual employees can ensure that you are consistent in applying the scale across employees. Having behavioral anchors ready can also be helpful later in the performance evaluation interview. When an employee asks why he or she received a "4" on the scale (and what it would take to get a" 5"), you'11 have some specific behavioral feedback ready at your fingertips.