much as if not more than money. By not realizing this, his supervisor did more harm than good.Do you think your supervisor is qualified and has been properly trained to prepare and present performance appraisals? Again, all three respondents answered in the negative. I asked how they came to this conclusion and the answers were all along the lines of “my boss didn’t seem comfortable or knowledgeable.” None of the interviewees had any direct knowledge of whether their supervisors had received training although one did state that his supervisor mentioned beforehand that he detested appraisals and hated doing them. All of this seems to send a pretty clear message to the employees that the company does not value them enough take appraisals seriously other than as a way to justify various levels of salary increases.Was your latest salary increase based on your appraisal and if so do you think it was fair? Although all three individuals felt that they should have gotten larger increases based on their actual performance, none felt that the increases were actually tied to the appraisals. They felt that they had received the “set amount” and the appraisals were tailored to justify this amount. Again, we see a lack of motivational success.In conclusion, while none of the interviewees were particularly unhappy about the appraisal process, they were definitely ambivalent about its usefulness. All people are motivated by self-image. This may manifest itself in striving to attain monetary wealth, knowledge, recognition or some other goal. Based on the responses I received, and indeed as I expected, one of the greatest drawbacks of the performance appraisal process is that is does not acknowledge this or seek to ...
