What can a supervisor do to overcome barriers in order to implement effective appraisals?

What will be an ideal response?

1. Continually document employee performance. Keep a file for each of your employees and continually put notes into these files describing specific incidents of accomplishments and behaviors. Include dates and details. 2. Use behaviorally based measures. Behaviorally based measures deal with specific examples of performance — both good and bad — you avoid the problem of using inappropriate substitutes. Moreover, because specific behaviors are being evaluated, the likelihood that two or more evaluators will see the same thing will increase. 3. Combine absolute and relative standards. By providing both absolute and relative assessments, it is easier to more accurately compare employees across departments. 4. Use multiple raters. The probability of attaining more accurate information increases as more raters are involved. If rater error tends to follow a normal curve, an increase in the number of appraisers will tend to find the majority congregating about the middle. 5. Rate selectively. Rate only in areas in which you have significant job knowledge and have been able to observe firsthand the employee's job performance. 6. Participate in appraisal training. Good appraisers aren't necessarily born. If your appraisal skills are deficient, you should participate in performance appraisal training because there is evidence that training can make you a more accurate rater. 7. In team-based departments, job performance is a function of each individual's contribution to the team and the ability to be a good team player. Both of these performance dimensions are often better assessed by the team's members than by the team's supervisor. This enhances the autonomy of the team, reinforces the importance of cooperation, and increases the validity of the appraisal process.