Why do people dislike appraisals?

There are several reasons why people might dislike appraisals or performance evaluations at work:

1. Anxiety and Stress: Appraisals can be a source of anxiety and stress for employees. They might worry about receiving negative feedback, not meeting expectations, or even the potential impact on their career progression, including promotions and raises.
2. Perceived Inaccuracy or Unfairness: Employees may feel that appraisals do not accurately reflect their performance or contributions. This can be due to subjective judgments by managers, lack of understanding of the employee’s role, or biases. Perceived unfairness in evaluation can lead to dissatisfaction and demotivation.
3. Lack of Constructive Feedback: If the feedback provided in appraisals is not constructive or actionable, employees may find the process unhelpful. Feedback that focuses only on weaknesses or failures, without recognizing achievements or providing guidance for improvement, can be particularly demotivating.
4. Infrequency and Formality: Annual or infrequent appraisals might not capture the full scope of an employee’s performance or growth over time. The formal nature of these evaluations can also make them feel less genuine compared to continuous, informal feedback.
5. Impact on Self-Esteem and Confidence: Negative feedback or lower-than-expected appraisal results can impact an employee’s self-esteem and confidence. This can be especially true if the appraisal process is seen as the sole indicator of an employee’s value or success in the organization.
6. Link to Compensation: When appraisals are directly tied to salary increases, bonuses, or promotions, the stakes are higher. This can lead to increased competition among employees, fear of being unfairly evaluated, and resentment if the outcomes are not as expected.
7. Lack of Transparency: If the appraisal process is not transparent, employees may feel uncertain about how their performance is being judged and what criteria are being used. This lack of clarity can lead to mistrust in the process.
8. One-Sided Evaluation: Appraisals that are solely top-down (i.e., from manager to employee) without allowing employee input or self-assessment can feel dictatorial and non-collaborative.
9. Past Focus Instead of Future Development: Traditional appraisals often focus on past performance without addressing future goals and development opportunities. Employees may prefer feedback that helps them grow and develop professionally.
10. Cultural and Personal Differences: Different cultures and individual personalities can influence how people perceive and react to appraisals. What is considered constructive and motivating in one culture may be seen as harsh or demoralizing in another.

Final thoughts

To address these concerns, many organizations are rethinking their approach to appraisals, incorporating continuous feedback, 360-degree reviews, and focusing more on employee development and future goals rather than just past performance.

Disclaimer: The information provided herein is solely for informational purposes and represents my own personal views. It should not be construed as legal or regulatory advice. For advice specific to your circumstances, please consult a qualified professional. Additionally, the opinions expressed are my own and do not reflect the views of my employer.