Why Making CSR Outcomes Part of Performance Appraisals Helps Organizations
April 3, 2025
Corporates are under Pressure to Meet their CSR Commitments It is often the case that corporates struggle to meet their Corporate Social Responsibility or CSR commitments and responsibilities due to a variety of reasons. Indeed, the fact that corporates often sideline CSR in the pursuit of profits means that they often pay lip service to…
Performance appraisals enable superiors to know what their team members are upto, evaluate their performances and also give them correct feedbacks so that they know where they are lacking and work on their shortcomings. The term “Performance Appraisal” generally causes anxiety among employees, which definitely should not be the case. You really do not have…
360 degree feedback is also known as multi-rater feedback or multi-dimensional feedback or multi-source feedback. It is a very good means of improving an individual’s effectiveness (as a leader and as a manager). It is a system by which an individual gets a comprehensive/collective feedback from his superiors, subordinates, peers/co-workers, customers and various other members…
Managers commit mistakes while evaluating employees and their performance. Biases and judgment errors of various kinds may spoil the performance appraisal process. Bias here refers to inaccurate distortion of a measurement. These are:
Some of the managers are likely to take the line of least resistance and rate people high, whereas others, by nature, believe in the tyranny of exact assessment, considering more particularly the drawbacks of the individual and thus making the assessment excessively severe. The leniency error can render a system ineffective. If everyone is to be rated high, the system has not done anything to differentiate among the employees.
Therefore while appraising performances, all the above biases should be avoidd.
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