Our text describes several methods of Appraising Performance, including: Graphic/Behavioral Rating Scales, Comparative Methods (i.e. Ranking and Forced Distribution), Narrative Methods (i.e. Critical Incident and Essay) and Goal Setting (i.e. Management by Objectives). Which of these methods does your organization currently utilize (or an organization that you have worked for in the past) and how effective was the method in your opinion? Also, should the current appraisal be replaced and if so, which method would you recommend that they use instead?

In my current organization we have adopted a goal oriented performance review. I cannot imagine working in an environment where you had a set of goals with no opportunity for positive reinforcement or growth. I am glad that my organization does not utilize the graphic or behavioral writing skills. a graphic rating scale is a performance appraisal method that list, desired traits and behaviors for each roll then rates workers on each of those on a number scale.Jay, S. (2022, March 11)

By using this method, you eliminate any possibility of an employee's individuality and personality to shine through during their appraisal. Any shortcomings that may be simple training opportunities are pushed to the wayside and performance is based in ranked on the number scale without any other consideration.

My organization utilizes a goal oriented performance evaluation. By doing this, we empower your direct reports to set their own goals. your direct reports can feel a sense of agency and ownership of their professional path. This is likely to translate to higher engagement on their end.Lessire, S. (2023, March 24)

I believe that people respond to a positive and reinforcing evaluation, helping to highlight flaws while reiterating the fact that they are performing well, and with a bit of help and training, they can further their professional career path. I have watched many workers, both disgruntled and discouraged walk away from a performance evaluation, based solely on key characteristics, and rather than being supportive or reviewed as more of a teardown technique. I have always been encouraging and open to any criticism and or recommendations to make the delivery of a performance evaluation goal oriented and I believe all companies should do the same to increase productivity. Lessire, S. (2023, March 24). A framework for employee performance goals

What are your thoughts on this?