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Reply to The Future of Performance Appraisal Discussion 1
Q – Please read the di
Reply to The Future of Performance Appraisal Discussion 1
Q – Please read the discussion below and prepare a Reply to this discussion post with comments that further and advance the discussion topic.
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 250 words
Discussion
To the CEO of Saudi Airlines,
The success of any company depends on its employees’ commitment and focus on maintaining continuous productivity. Performance appraisal is a tool that ensures such a goal is achieved. However, there are errors in present appraisals that are likely to affect the company’s future productivity. Infrequent appraisals and lack of feedback after the appraisal are among the common challenges. Infrequent evaluation occurs when appraisals are carried out only once per year. Long duration contributes to managers failing to capture ongoing employees’ productivity and give timely feedback, especially for remote workers. According to Ahmad and Bujang (2013), infrequent evaluation exposes managers to recency bias, where recent activities carry more weight. This situation further makes it difficult for leaders to effectively assess and recall employees’ events that happened months ago. Besides, failing to offer feedback to employees after an appraisal process confuses them (Ahmad & Bujang, 2013). The employees who do not get feedback and their score in the appraisal are unlikely to understand areas to improve. Such employees are likely to register similar low productivity in the future, affecting a company’s productivity.
Addressing the identified problems in appraisal processes requires management to give continuous feedback to the employees. Tansey (2021) identifies that continuous feedback supports employees receive evaluations about their work and areas they need to improve. Such feedback further supports the employees to align their personal goals with those of the organization. Besides, feedback allows workers to understand how their contribution is necessary in meeting the short-term and long-term goals of their firm. Therefore, the employees are inspired to understand that the appraisal objective is to help them improve and overcome any challenges they may be facin

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Another approach to resolving challenges facing appraisals and boosting future productivity is goal-setting. Goal-setting ensures that leaders show their employees how their work links to the company’s performance in the age of remote work. The alignment ensures that employees’ efforts support the strategic growth plans for a company. In goal-setting, employees get specific tasks, standards, and measures for successful performance (OPM, n.d.). Morever, goal setting enables employees to understand ways to prioritize different goals within their area of operation. Goal-setting also ensures that employees, maintain persistent efforts and resilience to meet higher performance for their company (OPM, n.d.). The objective is achievable because employees are involved in setting such goals and understand ways to meet and exceed them.
Additionally, the company should conduct frequent appraisals for their employees, either quarterly or bi-annually. This frequency ensures that employees’ performance is monitored in short periods, which boosts their productivity. Frequent appraisals allow leaders to point out areas where employees need to improve and support their progress toward meeting the overall firm’s goal (Tziner & Rabenu, n.d.). Employees feel motivated when they get constant appraisals because it supports the management in identifying areas to offer support. Therefore, the company does not have to wait for employees to move away from the main goals to carry corrective action. Besides, frequent appraisals allow employees to understand whether their present approach is effective or there is the need to change. Frequent appraisal also gives employees a chance to get rewards, which further motivate them to remain committed to their firm’s goals.
References
Ahmad, R. & Bujang, S. (2013). Issues and Challenges in the Practice of Performance Appraisal Activities in the 21st Century. International Journal of Education and Research, 1(4), 1-8.
OPM. (n.d.). Setting Goals. londonessays.com,and%20are%20accepted%20by%20employees.
Tansey, C. (2021). What Is Continuous Feedback and What Are Its Benefits? londonessays.com
Tziner, A. E., Rabenu, E. (n.d.). Improving Performance Appraisal at Work: Evolution and Change. Edward Elgar Publishing, Incorporated.
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