Performance appraisal

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Personality, integrity, information-sharing, concern for organization, customer-satisfaction, job-knowledge, competence, attitude, time-management and goal-achievement are some of the essential areas everyone should be assessed at - not merely by the boss but also by his peers, subordinates and other internal customers he comes in official contact with.
The marks, grades given should be multiplied by the credibility index of the assessor. This index should be in proportion with the total marks achieved by the assessor.
Employees should be judged on the weighted mean.

Working hard everyday

Often organizations appraise employees bi-annually or annually, on one particular day. This makes them work sincerely towards the last few weeks only.
Formatted diaries and not forms should be used for appraisals. List of extraordinary achievers of the week/month should be pinned on the notice boards. Weekly rewards should also be given to them.
Appraising a person's performance on a daily or weekly basis not only gives a more comprehensive picture of the employee's performance, it also make him strive for goals every single working hour of the year.

Calculating bonus

The individual and team targets for the month, precisely defined in terms of quality, quantity, time and cost frame should be frozen and tied up with the corresponding levels of bonuses.

For example, an individual target of ‘B' level and a team target of ‘A' level show that the employee shall get a team-bonus commensurate with ‘A' level of performance. However, his bonus based on individual contribution shall be lower than those of his colleagues in his team who have secured an ‘A' level of individual performance.

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