An employee’s job performance should be related to that employee’s performance evaluation score. For example, the highest performing employees should receive the highest performance appraisal ratings. Today’s best managers know that items other than job performance can influence an employee’s performance evaluation. Employees who go beyond their regular job description to help out other employees may receive higher evaluations than employees who don’t help others. Employees who voice their views and offer good, constructive criticism, and who are loyal can also receive higher performance appraisals compared to employees who don’t voice their views, or who aren’t loyal. Today’s best managers use all of this information when evaluating their employees.
Source: Whiting, S. W., Podsakoff, P. M., & Pierce, J. R. 2008. Effects of task performance, helping, voice, and organizational loyalty on performance appraisal ratings. Journal of Applied Psychology, 93, 125-139.
