Answer:
The efficacy of performance ratings depends on how you design and implement them.
When done well, ratings provide the data needed to make informed decisions about compensation, promotions, and development opportunities.
Descriptive rating scales provide more context than numerical ones for raters and employees alike.
Calibrations are the final check and a critical step to combat bias when using rating questions.
Explanation:
HR teams face a lot of decisions when creating a performance management strategy, and one choice they have to make is whether or not to use ratings. While the merits of performance ratings have been debated for decades, ratings themselves aren’t inherently good or bad. Rather, it’s how you construct, communicate, and implement them that determines whether or not ratings can be used to make decisions fairly and transparently. Here’s what you need to know about performance review ratings, how to pick the right rating scale, and what else to keep in mind.
The efficacy of performance ratings depends on how you design and implement them.
When done well, ratings provide the data needed to make informed decisions about compensation, promotions, and development opportunities.
Descriptive rating scales provide more context than numerical ones for raters and employees alike.
Calibrations are the final check and a critical step to combat bias when using rating questions.