Basic components of an effective performance

Basic Components of an Effective Performance Appraisal
An effective performance evaluation is defined as “the process through which employee
performance is assessed, feedback is provided to the employee, and corrective action plans are

APPRAISAL 3
designed” (Youseff, 2015). The foundation of an effective performance appraisal is based from
four separate components, employee productivity, employee attitudes (both positive and
negative), work behaviors, and team performance. Because the performance appraisal is used to
determine employee performance and team performance, it is no surprise that employee
productivity is important to the review process. Productivity is often the easiest to evaluate due
to being able to accurately measure the productivity as it relates to specific predetermined goals
and objectives with reporting.
Determining team performance for employees is a it more difficult because reporting will
reflect the overall achievements of the team yet there may be one or more individuals who are
not meeting goals but receive the benefits of the remainder of the team bring on task. Attitudes
can be evaluated and should be included in the appraisal due to the fact that both negative and
positive attitudes have a profound effect on the employee’s performance. The one issue with this
component is the fact that the attitude is open to interpretation. What one manager sees as a
positive attitude could be interpreted differently by a different manager.
Reviewing work behaviors is also open to interpretation and therefore difficult to evaluate.
According to Youseff (2015, Section 6.1) questions to ask when evaluating elements of work
behavior would be: