What is the traditional approach to performance appraisal?

The traditional approach to performance appraisal typically involves a review conducted by the employee's immediate supervisor or a manager at one level higher than the employee being evaluated. This method has been a cornerstone of performance management systems for many organizations for years.

In this approach, the manager assesses the employee's performance based on their observations and interactions throughout the review period, considering aspects such as productivity, quality of work, and alignment with company goals or values. The process often culminates in a formal meeting where the manager provides feedback, discusses performance strengths and areas for improvement, and sets goals for the future.

This method is straightforward and aligns with a hierarchical structure, which has traditionally characterized many businesses. It emphasizes individual accountability and management oversight, fostering a direct line of communication between employees and their supervisors regarding performance expectations.

On the other hand, 360-degree appraisal, self-appraisal, and peer appraisal represent more contemporary practices that seek to include multiple perspectives in the performance review process. While they provide more comprehensive feedback, they differ from the traditional one-on-one performance evaluation that focuses primarily on the manager's viewpoint.