Question

What assumption are we making about ratings e.g., that ratings are important in motivating poor performers to improve)? Are these assumptions supporting by evidence (e.g., do poor performers receive lower rating, and if so, do these ratings lead to performance improvement?)

Answer 1

1ST part:

The ratings are necessary to keep in the work performed for motivating the performers to perform even better. Without any rating, it will not be possible to identify the performance from a long range of workers. The performance can be poor or too good, in both aspects, it is necessary to identify them for the purpose of improvement. The rating system should be provided to all, as it will boost the poor performers to identify their weakest areas and this will help them to work better to achieve the high rated performance. The rating makes the process much higher at its standard; all the weakest area gets improved and mostly a charged environment with high accuracy growth obtains in the process of work.

2nd part:

Yes, it is necessary to showcase the ratings with evidence because if it is not, then the areas for improvement will not be highlighted. For the low-level performers, it is necessary to make them aware of their performances as it may affect the work process if the performance standard is not improved at the earliest possible time. Performance in the workplace is not static some perform very well and but others performance remains average or lower; it is the responsibility of the organization to provide individual ratings to the performers for boosting their performance ratings with suggestions based on their work is done. This process of providing rating will make the performers to make a better career goal and the organization will witness a high-level performance with growth.