Question

One alleged problem with performance appraisal is that most employees seem to think they are above average and do not like to be told otherwise. Do you think this is actually true, and, if so, how could you design an appraisal system that might avoid this problem?

Answer 1

The individual employees are aware of their skills and may think they are best in the job which may pose a problem during the performance management or appraisal. The performance appraisal may have to take a different measure which makes sure the right people for the right job and thus the right remuneration. So the aspect of the performance appraisal has to consider this as true that no employee would wish to be seen in a light lower to others in the team.
Hence the strategy of performance appraisal may undertake 360-degree appraisal systems that encompass all and everybody who is in touch with the person both inside and outside the business domain if possible. This makes the employee get a very wide variety of ways that they are been perceived and also take it as it is since this is an open system which the single appraisal person don’t make. The 360degree is a very good strategy which the employees may take in positively as their strength and weakness aspect to make themselves better and also get the rewards based on this which don’t make them unhappy or think they are superior or inferior in any form. This system won't let the person hear from one or be unhappy with the one who did their appraisal but have to take it as it is due to its unbiased all way merged to avoid the problems of hearing from one.