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Performance Assessment & Appraisal In Ghana: 5 Common Mistakes Employers Make.

If you are looking to improve upon your employees' productivity, one of the key ways to achieve this is by implementing Performance Assessment & Appraisal processes.

To make this cost and time-efficient, you need to look at automating your Performance Assessment & Appraisal process by using an HR software. With the right HR software, your organization will be able to formulate strategies and goals on performance evaluation of your employees depending on the designation of each one. Based on the results of the performance assessments, the HR software should allow you to appraise your employees accordingly by automatically issuing recommendable letters, warning letters, salary increment notifications, etc.

This blog explains the processes of Performance Assessment & Appraisal at the workplace and the common mistakes employers make.

What Is a Performance Assessment & Appraisal?

A Performance Assessment & Appraisal is a systematic evaluation of an employee's job performance and general contribution to a company.

Organizations in Ghana, use Performance Assessment & Appraisal management to give employees feedback on their work and to justify salary increments and bonuses, as well as termination decisions.

For managers, it's a ton of work to prepare, and for employees, it is very nerve-racking.

Although this is not exciting, it is crucial to the growth of an organization.

Now, let us look at the common mistakes employers make, that can deter the success rate of an organization.

Performance Assessment & Appraisal: What You Are Doing Wrong.

1. Giving top of the mind feedback

Most of the time, performance assessments & appraisals are viewed as tasks of low priority.

A task to get to after all other important work is completed, and not as an important part of the work process itself. Some managers hold assessments begrudgingly, without giving it much thought.

2. The Recentness Effect

Another common mistake employers make, is looking at what has happened most recently as opposed to looking at the bigger picture.

The Recentness Effect suggests that the last thing to enter your memory is the most prevalent.

Employers, to prove this is real, try this quick experiment:

  • Have someone recite a list of 10-15 words to you.

  • Notice that the last group of words received stand out to you the most?

  • Notice that the first group of words recited stands out to you more than the words in the middle?

So, as a manager, if you aren't taking the time to document things as you go, or meet with your employees once a month, you are most likely going to recall only the beginning and the end of your employee's year.

Software solutions such as the Aruti Performance and Appraisal Management solution, for instance, helps an employer set assessment periods to goals, competencies, and reports. This way, employers have records of each goal employees set daily, monthly, etc., and can perform appraisals when necessary.

3. Giving the Right Amount of Recognition

The purpose of these assessments is as much to encourage your employees as it is to offer constructive criticism, but don't just give a compliment for the sake of giving one.

Avoid empty compliments, such as:

  • Overall, you are doing great.

  • I like the work you did on that project.

  • You are an asset to the team.

  • We appreciate all that you do.

Instead, be specific and give meaningful statements.

"In a performance review, don't offer more than 3 criticisms, that's all an employee can digest" - Nancy Humphries

4. The Wrong Person giving the Assessment

It is impossible for a supervisor who hasn't communicated or worked closely with an employee to give a performance assessment on such an employee.

This supervisor would not know the employee's strengths and weaknesses, to be able to accurately assess the employee.

You wouldn't ask a movie critic to review a film he hasn't seen, so how can a supervisor or manager assess an employee with whom they have so little daily contact?

5. Not giving prior warning

The key to a successful Performance Assessment is giving prior notice to your employees.

Employees must be made aware in advance about being evaluated and when it will take place.

Here's Why:

  • It will give them time to be mentally prepared.

  • It will give them time to prepare notes about things that they would like to discuss.

"When Performance is measured, performance improves. When Performance is measured and reported, the rate of improvement increases" - Thomas S. Monson

Be sure to leave a comment below and let us know what you think. We are available for any questions.


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