Performance Appraisal Jokes

Performance appraisal jokes
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I. Contents of getting performance appraisal jokes

==================
Annual performance reviews are often a time of worry and stress for employees. Performance
reviews provide support for raises, promotions, demotions and even firings. The annual
appraisals are designed to help companies and their employees by offering a communication tool
to increase the level of understanding between employer and employee, highlight expectations
and praise work that's well done. You can ease the anxiety of annual reviews by slipping in some
appropriate humor.
Step 1
Review each employee's job description. Job descriptions should include the employee's
responsibilities and working relationships with other co-workers. If your job descriptions are
vague or outdated, update them to accurately reflect the current jobs at your company. Make
notes on how well each employee is carrying out the duties and responsibilities of her job.
Step 2
Make a list of the points to include in your appraisals. Although you are going to add humor to
the reviews, you still need to have constructive, detailed feedback in your appraisals to make
them effective. You should include qualitative and quantitative factors. Qualitative assessments
are more subjective and include your impressions of the employee, such as having an easygoing
temperament, being a hard worker or having a good sense of humor. Quantitative assessments
are more objective and can be measured. A quantitative assessment may include sales conversion
rates, productivity amounts or awards and recognition from your industry.
Step 3
Add positive humor to your review. Start your review with a funny anecdote about the employee
or add a reference to a well-known workplace joke. When using humor, if your jokes involve the
employee, ensure that the jokes are not mocking the employee but are in an affectionate,
benevolent tone. You might want to point out how the one day an employee was late, the
company happened to have a crisis, for instance, to jokingly illustrate how important the
employee is to your company.
Step 4
Include humorous quotes or anecdotes about the employee from fellow co-workers. Employees
often have closer contact with their peers than with their managers, and many of them can offer a
host of funny tales about each other. Choose a short, positive story to include in your review and
stay away from insulting jokes or sarcastic remarks made by fellow employees.
Step 5
Show your review to a fellow manager to get a second opinion on your humor. Your co-worker
should be able to understand the humor and not feel offended by it. If your joke does not make
sense or is borderline offensive, the other manager should let you know.
==================
III. Performance appraisal methods
1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
2. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors

determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages helps overcome rating
errors. Disadvantages Suffers from distortions
inherent in most rating techniques.
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.
6. Critical Incidents Method
The approach is focused on certain critical behaviors of

employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
III. Other topics related to Performance appraisal jokes (pdf,

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Performance appraisal jokes

I. Contents of getting performance appraisal jokes

III. Performance appraisal methods

2. Behaviorally Anchored Rating Scales

statements of effective and ineffective behaviors

6. Critical Incidents Method

The approach is focused on certain critical behaviors of

III. Other topics related to Performance appraisal jokes (pdf,

performance appraisal quotes

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