Is It Okay to Use Different Appraisal Methods for Sales and Other Departments?

Dear all, I would like to know if it is okay to choose more than one performance appraisal method in an organization. For instance:
- Sales: specific target-oriented (sales target per salesperson).
- Rest of the departments: Simple written essay method/competency-based format.

Guidance appreciated.

Regards,
Shab

For practicality and consistency (in the eyes of the employees, consistency in policy, procedures & programs, etc. gives them the assurance of fairness. Unfair practices are strongly detrimental to employee engagement), a single performance appraisal method is preferred. While it is a singular approach, it does not mean that it is a "one-size-fits-all." Different departments or jobs will have different targets/KPIs to achieve.

Never set only sales targets for salespeople as this encourages "unhealthy" and "unethical" competition. For salespeople, in addition to the sales target, you would also want them to behave in a specific manner when conducting and representing the company (BAR - Behaviorally Anchored Rating).

Regards,
Autumn Jane

Thank you for your valuable input. In fact, I am tasked with designing an appraisal method for a small business with almost 30 employees. Currently, there is nothing in place, not even job descriptions! Consequently, they are experiencing issues regarding business outcomes. I am in the process of preparing job descriptions by conducting interviews and having a questionnaire filled out by each position holder. (By the way, there are instances where I encounter some resistance from senior management), but nonetheless, I am making progress, hopefully... :-)

Importance of a Consistent Appraisal System

I recognize the importance of having a consistent appraisal system to cultivate a committed and satisfied workforce. However, I find the Behaviorally Anchored Rating (BAR) method to be more time-consuming compared to other methods. Additionally, employees may not be inclined to participate in creating rating scales with me.

Key Aspects of Appraisal Systems

As the saying goes, "what to measure" and "how to measure" are crucial aspects. Personally, I aim to implement a system that not only evaluates sales targets as objectives but also assesses competencies like customer service orientation, communication, and coordination skills. This format would be applicable to all employees, spanning sales, supply chain, office administration, accounts, and more.

I seek your expertise on what considerations should be taken into account. I would also appreciate it if you could provide a sample format for such an appraisal system.

Best regards,

Shab