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Narrative performance appraisals: concerns and impacts - Essay Example

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It is the process in which managers examine employees’ work behavior against the set standards. Managers will use the relevant information on employees’ performances, and will use the information to determine the…
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Narrative performance appraisals: concerns and impacts
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Narrative performance appraisals Narrative performance appraisal Performance appraisal is an important managerial function. It is the process in which managers examine employees’ work behavior against the set standards. Managers will use the relevant information on employees’ performances, and will use the information to determine the areas that need to be improved, employee training, and promotion among other activities. Narrative appraisal is one of the simplest and oldest methods of employee appraisal. Managers and raters usually provide a description, in writing about an employee’s performance. In narrative appraisal, the rater gives a SWOT analysis of the employee, potential for advancement and a plan for further development. Narrative appraisal is a simple and straightforward method. When compared to other methods, narrative appraisal is just like daily supervisory observations by management.
The advantage of narrative appraisal is that it is very descriptive and offers complete information regarding the employee. Narrative appraisal requires a lot of information, hence in the process of evaluation there will be more interaction between the rater and the employees. In narrative appraisal, there is immediate feedback. In fact instant feedback is part of the evaluation process.
One of the disadvantages of narrative appraisal is the fact that the evaluation may be a reflection of the rater’s willingness to gather information from the employees. In narrative appraisal, the rater has to spend time with employees while gathering useful information. If the rater is unwilling to spend time, then the narrative appraisal will be flawed.
There are many concerns regarding the effectiveness of narrative appraisal. The first concern is the lack of numeric outcome in narrative appraisal. Narrative appraisal does not generate numeric data, which usually provide the best outcomes in an evaluation. In narrative appraisal, raters spend time with different employees as they extract information. Hence, narrative appraisal lacks standardization because. Many raters are usually involved in narrative appraisal, and since there is no way of ensuring standardization, there are aspects of bias and personal opinion. The last concern is the fact that in narrative there is no guarantee that important information will be missed. Raters are the ones who gather information by talking with employees, and since there are no guidelines for gathering information, they can leave out important information.
Just like any form of performance evaluation, narrative appraisal has various impacts on employees and the company. Narrative appraisal does not creative the illusion of objectivity like other rating methods, hence it can bring raters/ managers and employees together in a good way. Employees can easily communicate with their managers as this process does not make them feel like they are being interrogated.
Narratives are job specific, hence it more helpful in improving employees’ performance. In narrative appraisal, the rater gets to spend time with specific employees and chat about his or her performance. Narrative appraisal motivates and offers clarity to employees. A comprehensive narrative appraisal will clarify the roles and goals expected of the employees; hence it will motivate them to work harder.
Narrative appraisal is very flexible when compared to other rating methods. Narrative appraisals can even be conducted at an office party. The flexibility of narrative appraisal is good for the company as it constantly updates the company about its employees. Through narrative appraisal, company’s strong and weak areas will be identified so that the company can come up with the right training.
Reference
Grote, Richard C (2008). The performance appraisal question and answer book a survival guide for managers. American Management Association Read More
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