Creating a performance review process for the first time. Any recommendations/thoughts/ideas for more "appealing" ratings (either a 4 or 5 point scale)? What I've found are variations of Needs Improvement, Meets Expectations, Exceeds Expectations, Far Exceeds Expectations, Sets a New Standard.

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From the perspective of a reviewer this sounds cumbersome. Please make is simple for both the reviewer to give feedback and the reviewee to put information in the system ahead of such process. I found Deloitte’s system to be great from the ease as a reviewer. It’s just two questions—would you use your own money to hire this person and would you hire this person again. There’s a button to select if you think the person is ready for promotion and a box to provide feedback.

The problem in the system is when everyone is in the top how do you distinguish—so perhaps a third or fourth distinguishing multiple choice question would be helpful. But again—unless the person needs to go on a PIP, the performance review process should be simple. The manager should be providing direct feedback on a regular basis. I strongly believe in weekly check ins and making the formal review process less a burden.

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definitely like the option for if someone's ready for promotion! and would you hire this person again is a perspective i haven't heard before. thanks!

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If you’re going to numerically score performance, you’re also going to have to give a clear threshold and timeframe for when someone will be promoted. Something like 4/5 quarters in a row with “Sets a New Standard”, otherwise without defining what the standard is and what constitutes a “5/5”, it’s meaningless

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If it aint broke....

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