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      Problems with Lenient Appraisals

      Problems with Lenient Appraisals

      While it's important to be positive in employee evaluations, lenient or overly generous appraisals can have unintended consequences and real costs. As you complete appraisals consider the problems that can occur with "inflated" appraisals.

      How a Poorly Prepared Appraisal Impacts an Employee

        • If accurate and meaningful feedback isn't provided, the employee may not be made aware of his strengths or weaknesses.
        • There may be no understanding that a gap may exist between how an employee views herself and how a manager views her.
        • Without true feedback, the employee is unable to focus on what he needs to do. Training and development activities will be difficult to plan. An employee may have limited opportunity for advancement or development if she's not aware of what she needs to work on.
        • An employee may be unaware that any problems exist.There may be no motivation for
        • an employee to change.

      The Organization May Suffer 


        • The status quo will likely continue. Marginal employees may stay marginal, good employees won't become great, and star performers may not achieve their potential.
        • Company productivity may be damaged.
        • Poor communication is one of the most common workplace problems. Inadequate appraisal communication contributes to that.
        • Termination or corrective action decisions are difficult to justify if documentation, including appraisals, doesn't support them.
        • Company credibility may suffer.
        • The ability to groom employees for advancement and transfers, succession planning, and simply having a cross trained workforce is hindered.The Organization May Suffer
        • Promotion and pay decisions can become less objective and credible.

      Other Employees Are Affected

      • If everyone is above average, then some employees may wonder why they should work hard and try to distinguish themselves.
      • If you're a mediocre performer, there's little incentive to improve.
      • Pay may be viewed more as an entitlement than as a reward to distinguish top performance. Some employees will be paid more than they deserve and truly outstanding employees will be paid less than they should.
      • Promotions may not be seen as objective or given to the most deserving staff members.
      • Most people compare themselves to what others do and receive. A less than meaningful appraisal system can leave people unmotivated and resentful.