How can we prevent different line managers from assessing the same level of Appraisee performance differently?
Employees with essentially the same level of performance, being rated differently by different line managers, is an age-old issue with any appraisal system (paper-based or online). This is due to each line manager’s subjective opinion as to what constitutes the “expected” level of performance (or any of the other levels in Rating Keys). Some managers are more lenient, while others are more strict. Others, again, are appropriately assertive during appraisal interviews, while some may “give in” too easily to strong-willed Appraisees.
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- How can we prevent different line managers from assessing the same level of Appraisee performance differently?
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