{"id":1940,"date":"2014-02-27T13:35:20","date_gmt":"2014-02-27T13:35:20","guid":{"rendered":"http:\/\/blog.synergita.com\/?p=1940"},"modified":"2014-02-27T13:35:20","modified_gmt":"2014-02-27T13:35:20","slug":"subjectivity-in-performance-appraisals","status":"publish","type":"post","link":"https:\/\/newtest.synergita.com\/blog\/subjectivity-in-performance-appraisals\/","title":{"rendered":"Subjectivity in performance appraisals"},"content":{"rendered":"<p>There is a general feeling that <a title=\"Performance Appraisals\" href=\"https:\/\/www.synergita.com\/product\/overview.html\">performance appraisals<\/a> are subjective and that when managers rate their team members, a certain bit of bias seems to creep in.\u00a0 This thought process leads to un-necessary friction between the managers and employees.<\/p>\n<p><a href=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2014\/02\/performance-appraisal-and-standards-35.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-1941 alignleft\" src=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2014\/02\/performance-appraisal-and-standards-35-300x225.jpg\" alt=\"performance appraisals\" width=\"300\" height=\"225\" \/><\/a><\/p>\n<h3>Can we eliminate the subjectivity in performance appraisals by automating the rating?<\/h3>\n<p>Sometimes, people ask us if we can automate the rating completely using our software. \u00a0So, they expect that the rating should be automatically given based on <a title=\"Performance Management\" href=\"https:\/\/www.synergita.com\/\">employee\u2019s performance <\/a>and pre-defined rating for such performance and managers would not be responsible for rating the performance.<\/p>\n<p>So, can rating automation be a solution to remove the subjectivity in appraisals? In reality, will it be possible to remove the subjectivity element and automate the rating completely, without a manager\u2019s involvement?\u00a0 This is definitely a point to ponder on.<\/p>\n<p>First, let us understand the parameters or the dimensions which are rated, as part of the performance appraisals.\u00a0 Generally, there are set of performance dimensions or goals that an employee is required to achieve during the course of a year.\u00a0 Also, there are a set of behavioural dimensions which an employee needs to exhibit to fulfil these goals.\u00a0 So, generally, rating is given to both these dimensions, but the weightage may vary between both.<\/p>\n<p><span style=\"font-family: arial, helvetica, sans-serif;\"><a href=\"http:\/\/marketing.synergita.com\/e-book-50-problems-pm\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2014\/03\/E-book.png\" alt=\"Download Ebook\" width=\"650\" height=\"44\" \/><\/a>\u00a0 <\/span><\/p>\n<h3>Problems in automating the rating<\/h3>\n<p>The following are some practical problems that we will face, when we try to automate the rating during a performance appraisal:<\/p>\n<p>1)\u00a0\u00a0\u00a0\u00a0\u00a0 Performance dimensions or goals are generally quantifiable.\u00a0 But, for employees working in some departments, setting SMART goals may be quite a challenging task. \u00a0For instance, defining quantifiable goals for a sales department is much more easier, than defining goals for people working in a functional team.<\/p>\n<p>2)\u00a0\u00a0\u00a0\u00a0\u00a0 Even when goals are quantifiable, setting proper <a title=\"Employee Performance\" href=\"https:\/\/www.synergita.com\/resources\/white-papers.html\">performance measures <\/a>might be difficult.\u00a0 This will lead to difficulties in finding out the actual achieved numbers. So the input of the actual achieved numbers (against a target) would be done by a manager or an employee manually, and there is bound to be some subjectivity in entering those numbers.<\/p>\n<p>3)\u00a0\u00a0\u00a0\u00a0\u00a0 Behavioural dimensions, like communication skills, cannot be quantified. So, automation of rating cannot be considered for rating behavioural dimensions, and so the bias element cannot be totally eliminated.<\/p>\n<p>4)\u00a0\u00a0\u00a0\u00a0\u00a0 Even if we consider that automation of rating is possible, the inability to meet the performance target by an employee might be due to various external reasons outside of the control of the employee.\u00a0 Penalizing a person for this by automating a rating might be too harsh. \u00a0Some subjectivity of manager involvement in such cases would be better.<\/p>\n<p><span style=\"font-family: arial, helvetica, sans-serif;\"><a href=\"https:\/\/www.synergita.com\/whitepaper\/choosing-employee-performance-management-software-whitepaper.html\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/blog.synergita.com\/wp-content\/uploads\/2013\/12\/Whitepaper-Download.png\" alt=\"Download Whitepaper\" width=\"650\" height=\"46\" \/><\/a>\u00a0 <\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>There is a general feeling that performance appraisals are subjective and that when managers rate their team members, a certain&#8230;<\/p>\n","protected":false},"author":6,"featured_media":2456,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[25],"tags":[108,48,26,60,13,24,22],"ppma_author":[57],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - 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