{"id":57303,"date":"2025-06-18T18:52:01","date_gmt":"2025-06-18T13:22:01","guid":{"rendered":"https:\/\/www.techjockey.com\/blog\/?p=57303"},"modified":"2025-06-18T18:52:09","modified_gmt":"2025-06-18T13:22:09","slug":"implement-the-right-performance-appraisal-methods","status":"publish","type":"post","link":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods","title":{"rendered":"How Companies Can Implement the Right Performance Appraisal Methods?"},"content":{"rendered":"\n<p>As per a 2024 survey conducted by Gallup, only 14% of employees today believe that their performance reviews help them become better. As unfortunate as it may sound, this fact alone underlines the need for the implementation of effective performance appraisal methods. <\/p>\n\n\n\n<p>A well-designed performance appraisal process not only evaluates past performance but also motivates employees and better aligns their goals with organisational objectives.<\/p>\n\n\n\n<p>In light of the same, let\u2019s explore what performance appraisal is and get a detailed insight into the sundry popular techniques of carrying it out. If you happen to be an HR professional or manager, this guide is sure to help you choose and implement the best employee appraisal methods for your organisation. So, without any further ado, let\u2019s get cracking, shall we?<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img decoding=\"async\" width=\"576\" height=\"395\" src=\"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/17165313\/Performace-appraisel.png\" alt=\"Bar graph showing employee perception of performance reviews; 14% believe reviews help, while 86% do not believe reviews are helpful.\" class=\"wp-image-57309\" srcset=\"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/17165313\/Performace-appraisel.png 576w, https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/17165313\/Performace-appraisel-300x206.png 300w, https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/17165313\/Performace-appraisel-260x178.png 260w\" sizes=\"(max-width: 576px) 100vw, 576px\" \/><\/figure><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-is-performance-appraisal\"><span class=\"ez-toc-section\" id=\"what_is_performance_appraisal\"><\/span>What is Performance Appraisal?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Performance appraisal, in simple words, is the process of reviewing someone\u2019s job performance during an assigned period. It forms an important part of the overall <a href=\"https:\/\/www.techjockey.com\/category\/performance-management-system\">performance management system<\/a>. For when appraising, managers check whether employees meet what is expected of them and contribute to the organisation\u2019s targets. They also highlight spots where improvements are needed.<\/p>\n\n\n\n<p><strong>The performance appraisal process typically includes:<\/strong><\/p>\n\n\n\n<ul>\n<li>Setting performance standards as per the performance appraisal methods used<\/li>\n\n\n\n<li>Measuring actual performance<\/li>\n\n\n\n<li>Comparing actual performance against standards<\/li>\n\n\n\n<li>Providing feedback to employees<\/li>\n\n\n\n<li>Planning future performance goals<\/li>\n<\/ul>\n\n\n\n<p>The process, as a whole, allows organisations to manage talent, raise employee productivity, and make the right choices about promotions, rewards, or training.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-is-the-purpose-of-performance-appraisal\"><span class=\"ez-toc-section\" id=\"what_is_the_purpose_of_performance_appraisal\"><\/span>What is the Purpose of Performance Appraisal?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Find some of the primary purposes of performance appraisal techniques mentioned below for your convenience\u2026<\/p>\n\n\n\n<ul>\n<li><strong>Providing Feedback: <\/strong>When an effective performance appraisal method is put in place, employees get constructive feedback on their work, their sundry strengths, and weaknesses.<\/li>\n\n\n\n<li><strong>Identifying Training Needs: <\/strong>These techniques reveal skill gaps and help organisations devise training programs to address them.<\/li>\n\n\n\n<li><strong>Supporting Career Development:<\/strong> These also help employees make better choices with respect to their careers. For once, they are made aware of their strengths and aspirations, and they are in a much better position to make decisions regarding their future.<\/li>\n\n\n\n<li><strong>Making HR Decisions: <\/strong>The data that appraisals reveal helps HRs make better decisions with respect to promotions, salary increments, transfers, or terminations.<\/li>\n\n\n\n<li><strong>Motivating Employees:<\/strong> When your work gets the recognition and direction it needs, you are bound to perform better.<\/li>\n\n\n\n<li><strong>Aligning Organisational Goals:<\/strong> Performance appraisals make certain that an employee\u2019s individual objectives stay in line with the company\u2019s long-term strategic goals.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-modern-vs-traditional-performance-appraisal-methods\"><span class=\"ez-toc-section\" id=\"modern_vs_traditional_performance_appraisal_methods\"><\/span>Modern vs Traditional Performance Appraisal Methods<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Performance appraisal methods have undergone major changes over the years. While traditional ways include an annual review and are mainly based on subjective opinions, modern performance appraisal methods insist on giving regular feedback and measuring progress based on targets and multi-source evaluations.<\/p>\n\n\n\n<p>For an in-depth look at the distinctions between the two, please refer to the table below\u2026<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Feature<\/th><th>Traditional Performance Appraisal Methods<\/th><th>Modern Performance Appraisal Methods<\/th><\/tr><\/thead><tbody><tr><td><strong>Frequency<\/strong><\/td><td>Annual or semi-annual<\/td><td>Continuous or quarterly<\/td><\/tr><tr><td><strong>Feedback Sources<\/strong><\/td><td>Primarily from direct supervisors<\/td><td>Multi-source, from peers, subordinates, and clients<\/td><\/tr><tr><td><strong>Tools<\/strong><\/td><td>Paper-based or manual forms<\/td><td>Digital platforms, performance management systems, 360-degree feedback software<\/td><\/tr><tr><td><strong>Focus<\/strong><\/td><td>Past performance<\/td><td>Future growth and development<\/td><\/tr><tr><td><strong>Approach<\/strong><\/td><td>Top-down<\/td><td>Collaborative, as it involves employees<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-a-look-at-all-the-traditional-performance-appraisal-methods\"><span class=\"ez-toc-section\" id=\"a_look_at_all_the_traditional_performance_appraisal_methods\"><\/span>A Look at All the Traditional Performance Appraisal Methods<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>All the major traditional employee appraisal methods are mentioned below for your understanding\u2026<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><img decoding=\"async\" width=\"768\" height=\"635\" src=\"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/18112340\/Traditional-Method.png\" alt=\"A inforgraphic showing Traditional Appraisal Methods\" class=\"wp-image-57326\" srcset=\"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/18112340\/Traditional-Method.png 768w, https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/18112340\/Traditional-Method-300x248.png 300w, https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/18112340\/Traditional-Method-254x210.png 254w\" sizes=\"(max-width: 768px) 100vw, 768px\" \/><\/figure><\/div>\n\n\n<h3 class=\"wp-block-heading\" id=\"h-1-ranking-method\"><span class=\"ez-toc-section\" id=\"1_ranking_method\"><\/span>1. Ranking Method<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The ranking method is one of the oldest performance appraisal methods. It involves comparing employees directly to each other and ranking them from best to worst based on overall performance. The focus is on relative performance rather than absolute standards.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ol>\n<li>The manager is supposed to create a list of all employees within a department<\/li>\n\n\n\n<li>Each employee is then compared to every other employee based on specific criteria<\/li>\n\n\n\n<li>Employees are ranked in order, with the top performer receiving the highest rank and the lowest performer receiving the lowest rank<\/li>\n\n\n\n<li>The results are reviewed and finalised, often used to identify top performers for rewards or low performers for improvement plans<\/li>\n<\/ol>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>It is simple to understand and implement<\/li><li>It is ideal for small teams<\/li><li>Highlights the top and bottom performers clearly<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>It isn\u2019t very practical for large teams<\/li><li>Ignores individual strengths and weaknesses<\/li><li>It can possibly demotivate those ranked lower<\/li><li>Does not provide feedback for improvement<\/li><\/ul><\/div><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-2-paired-comparison-method\"><span class=\"ez-toc-section\" id=\"2_paired_comparison_method\"><\/span>2. Paired Comparison Method<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The paired comparison method involves comparing each employee with every other employee in pairs on specific criteria. For each pair, the better performer is identified.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Prepare a list of all employees to be compared<\/li>\n\n\n\n<li>Form all possible pairs of employees<\/li>\n\n\n\n<li>For each pair, decide who performed better on the chosen criteria<\/li>\n\n\n\n<li>Each time an employee is judged better, they receive a point<\/li>\n\n\n\n<li>After all comparisons, employees are ranked based on their total points<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>It is more objective than a simple ranking<\/li><li>Reduces some forms of bias by direct comparison<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>Becomes complex and time-consuming with many employees<\/li><li>May not capture nuances in performance<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-tj-custom-product-block-custom-product-card custom-product-card-plugin-style\" id=\"tagged_prod_container_15118\"><h3><span class=\"ez-toc-section\" id=\"keka_performance_management_software\"><\/span>Keka Performance Management Software<span class=\"ez-toc-section-end\"><\/span><\/h3><input type=\"hidden\" name=\"tagged_product[]\" value=\"15118\"\/><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-grading-method\"><span class=\"ez-toc-section\" id=\"3_grading_method\"><\/span>3. Grading Method<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>For the grading method, employees are divided into set performance categories or grades, such as A, B, C, or Excellent, Good, Average, Poor, based on their overall performance.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Set clear criteria for each grade<\/li>\n\n\n\n<li>Assess each employee\u2019s performance against the criteria<\/li>\n\n\n\n<li>Place employees into the appropriate grade based on their evaluation<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>It is easy to communicate and understand<\/li><li>Provides a broad classification<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>It can be subjective if the criteria are not clear<\/li><li>Does not provide detailed feedback for improvement<\/li><\/ul><\/div><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-4-graphic-rating-scale\"><span class=\"ez-toc-section\" id=\"4_graphic_rating_scale\"><\/span>4. Graphic Rating Scale<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Graphic rating scale uses a list of traits relevant to job performance, such as punctuality, teamwork, etc., and rates employees on a numerical scale for each trait.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Determine which traits or behaviours are important for the role<\/li>\n\n\n\n<li>Create a scale, for example, 1 to 5 or 1 to 10 for each trait<\/li>\n\n\n\n<li>Supervisors rate each employee on each trait<\/li>\n\n\n\n<li>Sum or average the ratings to get an overall score<\/li>\n<\/ul>\n\n\n\n<p>The performance scores from the graphic rating scale method can be used in the 9-box grid, a talent management tool, to turn them into strategic talent insights for better promotion, development, and succession planning. Here\u2019s how\u2026<\/p>\n\n\n\n<ul>\n<li>In addition to the abovementioned, evaluate potential separately. For example, leadership ability, learning agility, etc.<\/li>\n\n\n\n<li>Plot employees on the 9-box grid using performance scores from the rating scale and potential<\/li>\n\n\n\n<li>Make use of the grid to identify talent and guide promotions<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>It is quantitative and easy to compare across employees<\/li><li>It is simple to administer and understand<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>This performance appraisal method is subject to rater bias<\/li><li>Does not explain the reasons behind the scores<\/li><li>May not capture all aspects of performance<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-tj-custom-product-block-custom-product-card custom-product-card-plugin-style\" id=\"tagged_prod_container_11976\"><h3><span class=\"ez-toc-section\" id=\"synergita\"><\/span>Synergita<span class=\"ez-toc-section-end\"><\/span><\/h3><input type=\"hidden\" name=\"tagged_product[]\" value=\"11976\"\/><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-5-checklist-method\"><span class=\"ez-toc-section\" id=\"5_checklist_method\"><\/span>5. Checklist Method<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>For this performance appraisal technique, a checklist of statements about job-related behaviours is prepared. The evaluator is then asked to check off statements that apply to the employee in question.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Develop a list of statements describing desirable or undesirable behaviours<\/li>\n\n\n\n<li>The supervisor checks off each statement that applies to the employee<\/li>\n\n\n\n<li>The number of positive checks is totaled to assess performance<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>It is objective and straightforward<\/li><li>It is quick to complete<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>Lacks qualitative feedback<\/li><li>May not capture the full range of performance<\/li><\/ul><\/div><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-6-essay-method\"><span class=\"ez-toc-section\" id=\"6_essay_method\"><\/span>6. Essay Method<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>In the essay method, supervisors are required to write a detailed narrative describing an employee\u2019s strengths, weaknesses, and overall performance.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>The supervisor writes a comprehensive description of the employee\u2019s performance, highlighting strengths, weaknesses, accomplishments, and areas for improvement<\/li>\n\n\n\n<li>The essay is reviewed with the employee during the appraisal meeting<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>Provides rich, qualitative feedback<\/li><li>It is flexible and so can be tailored to individual employees<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>It is time-consuming to write and review<\/li><li>It is highly subjective and dependent on writing skills<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-tj-custom-product-block-custom-product-card custom-product-card-plugin-style\" id=\"tagged_prod_container_4382\"><h3><span class=\"ez-toc-section\" id=\"qandle_hrms\"><\/span>Qandle HRMS<span class=\"ez-toc-section-end\"><\/span><\/h3><input type=\"hidden\" name=\"tagged_product[]\" value=\"4382\"\/><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-7-critical-incident-method\"><span class=\"ez-toc-section\" id=\"7_critical_incident_method\"><\/span>7. Critical Incident Method<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The critical incident method is one of those performance appraisal methods that focuses on keeping track of specific instances of productive or unproductive employee behaviour that are critical to job success.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Supervisors keep track of important positive or negative incidents involving the employee<\/li>\n\n\n\n<li>These incidents are reviewed and discussed at the time of appraisal<\/li>\n\n\n\n<li>Finally, feedback is given, which is based on actual events and not general impressions<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>It is based on real behaviour<\/li><li>Helps identify specific strengths and weaknesses<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>It may overlook routine performance<\/li><li>Requires consistent record-keeping<\/li><\/ul><\/div><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-8-field-review-method\"><span class=\"ez-toc-section\" id=\"8_field_review_method\"><\/span>8. Field Review Method<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>In this appraisal tactic, an HR professional or external reviewer conducts interviews with supervisors to assess employee performance, rather than the direct supervisor alone.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>The HR representative interviews the employee\u2019s supervisor and possibly others to gather detailed information about the employee\u2019s performance<\/li>\n\n\n\n<li>They then compile the findings into a report<\/li>\n\n\n\n<li>The report is shared with the employee and used for development planning<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>Reduces bias from direct supervisors<\/li><li>Provides an external perspective<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>It is resource-intensive and time-consuming<\/li><li>May lack detailed context about daily work<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-tj-custom-product-block-custom-product-card custom-product-card-plugin-style\" id=\"tagged_prod_container_15791\"><h3><span class=\"ez-toc-section\" id=\"possibleworks\"><\/span>PossibleWorks<span class=\"ez-toc-section-end\"><\/span><\/h3><input type=\"hidden\" name=\"tagged_product[]\" value=\"15791\"\/><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-9-bell-curve-method-forced-distribution\"><span class=\"ez-toc-section\" id=\"9_bell_curve_method_forced_distribution\"><\/span>9. Bell Curve Method (Forced Distribution)<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The bell curve method is a performance appraisal technique where employees are grouped into categories such as top, average, and low performers, based on a predetermined distribution that looks like a bell-shaped curve. Hence, the name!<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Managers rate all employees\u2019 performance<\/li>\n\n\n\n<li>They assign a set percentage to each performance category, for example, 30% top, 65% average, 5% low, etc.<\/li>\n\n\n\n<li>They fit employee ratings into these categories to match the curve<\/li>\n\n\n\n<li>Finally, provide feedback and use results for rewards, promotions, or improvement plans<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>It clearly differentiates top and low performers<\/li><li>Encourages competition and accountability<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>It may not reflect the true performance distribution<\/li><li>Can demotivate employees placed in lower categories<\/li><li>Has the potential for unhealthy competition<\/li><\/ul><\/div><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-a-look-at-all-the-modern-performance-appraisal-methods\"><span class=\"ez-toc-section\" id=\"a_look_at_all_the_modern_performance_appraisal_methods\"><\/span>A Look at All the Modern Performance Appraisal Methods<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<figure class=\"wp-block-image size-full\"><img decoding=\"async\" width=\"996\" height=\"600\" src=\"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/18112822\/Moder-Apprasiel-Methods.png\" alt=\"A inforgraphic showing Modern Appraisal Methods\" class=\"wp-image-57329\" srcset=\"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/18112822\/Moder-Apprasiel-Methods.png 996w, https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/18112822\/Moder-Apprasiel-Methods-300x181.png 300w, https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/18112822\/Moder-Apprasiel-Methods-768x463.png 768w, https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/18112822\/Moder-Apprasiel-Methods-260x157.png 260w\" sizes=\"(max-width: 996px) 100vw, 996px\" \/><\/figure>\n\n\n\n<p>All the major modern employee appraisal methods are mentioned below for your understanding\u2026<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-1-management-by-objectives-mbo\"><span class=\"ez-toc-section\" id=\"1_management_by_objectives_mbo\"><\/span>1. Management by Objectives (MBO)<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Management by Objectives (MBO) is one of the most used performance appraisal methods, where managers and employees set measurable objectives together. The performance of an employee is adjudged on the basis of their achievement of the set goals.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Manager and employee jointly set clear, measurable goals aligned with organizational objectives<\/li>\n\n\n\n<li>Actions and resources needed to achieve each goal are then identified<\/li>\n\n\n\n<li>Regular check-ins are conducted to discuss progress and address obstacles<\/li>\n\n\n\n<li>At the end of the appraisal period, the extent to which objectives were met is assessed<\/li>\n\n\n\n<li>Feedback is given, and new objectives are set for the next period<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>Involves employees in goal setting<\/li><li>Focuses on measurable outcomes<\/li><li>Encourages accountability and motivation<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>It is time-consuming to implement<\/li><li>It may overlook qualitative aspects of performance<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-tj-custom-product-block-custom-product-card custom-product-card-plugin-style\" id=\"tagged_prod_container_2933\"><h3><span class=\"ez-toc-section\" id=\"officetimer\"><\/span>OfficeTimer<span class=\"ez-toc-section-end\"><\/span><\/h3><input type=\"hidden\" name=\"tagged_product[]\" value=\"2933\"\/><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-2-behaviorally-anchored-rating-scale-bars\"><span class=\"ez-toc-section\" id=\"2_behaviorally_anchored_rating_scale_bars\"><\/span>2. Behaviorally Anchored Rating Scale (BARS)<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Behaviorally Anchored Rating Scale (BARS) mixes aspects of both qualitative and quantitative appraisal. It rates employees using numbers, but each number is linked to a clear example of behaviour. This is to make the evaluation more fair and understandable.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Define critical job behaviours for successful performance<\/li>\n\n\n\n<li>Create specific descriptions for each performance level. For example, 1=poor, 5=excellent<\/li>\n\n\n\n<li>Supervisors evaluate employees by matching observed behaviour to the closest anchor<\/li>\n\n\n\n<li>Each behaviour is assigned a score, which is then totalled for an overall rating<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>Has clear, objective standards<\/li><li>Reduces ambiguity and rater bias<\/li><li>Focuses on observable behaviours<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>It is complex and time-consuming to develop<\/li><li>Requires training for evaluators<\/li><li>It may not be suitable for all roles<\/li><\/ul><\/div><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-360-degree-feedback\"><span class=\"ez-toc-section\" id=\"3_360_degree_feedback\"><\/span>3. 360 Degree Feedback<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>360-degree feedback derives job performance feedback from a range of sources, including supervisors, peers, subordinates, and sometimes clients or customers.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Identify a group of people who interact regularly with the employee<\/li>\n\n\n\n<li>Use 360-degree feedback software to send feedback forms to all raters<\/li>\n\n\n\n<li>Collect ratings and comments from each source<\/li>\n\n\n\n<li>Aggregate and analyze feedback for trends and patterns<\/li>\n\n\n\n<li>Share results with the employee and create a development plan<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>Provides a well-rounded view of performance<\/li><li>Identifies development areas<\/li><li>Encourages self-reflection and open dialogue<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>Can be time-consuming and complex to manage<\/li><li>Has a potential for bias<\/li><li>Requires careful handling of confidentiality<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-tj-custom-product-block-custom-product-card custom-product-card-plugin-style\" id=\"tagged_prod_container_9759\"><h3><span class=\"ez-toc-section\" id=\"bamboohr\"><\/span>BambooHR<span class=\"ez-toc-section-end\"><\/span><\/h3><input type=\"hidden\" name=\"tagged_product[]\" value=\"9759\"\/><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-4-assessment-center-method\"><span class=\"ez-toc-section\" id=\"4_assessment_center_method\"><\/span>4. Assessment Center Method<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The assessment center method is one of those performance appraisal methods that evaluates employees through a series of simulations, exercises, and role-plays that imitate real job challenges.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Develop job-related simulations, group discussions, presentations, and role-plays<\/li>\n\n\n\n<li>Trained assessors observe and rate employees during each exercise<\/li>\n\n\n\n<li>Assess communication, leadership, problem-solving, and other relevant skills<\/li>\n\n\n\n<li>Compile results and provide detailed feedback to participants.<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>It is a realistic and practical assessment<\/li><li>Identifies leadership and potential<\/li><li>Provides detailed, actionable feedback<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>Can be expensive and resource-intensive<\/li><li>It can be stressful for participants<\/li><li>It is a little complex to organize for large groups<\/li><\/ul><\/div><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-5-psychological-appraisals\"><span class=\"ez-toc-section\" id=\"5_psychological_appraisals\"><\/span>5. Psychological Appraisals<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Psychological appraisals, as the name suggests, make use of psychological tests and interviews to evaluate an employee\u2019s potential, personality traits, and suitability for future roles.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Employees are required to complete standardized psychological assessments<\/li>\n\n\n\n<li>Psychologists or trained professionals then interview the employee<\/li>\n\n\n\n<li>The employee\u2019s cognitive abilities, personality, motivation, and leadership potential are assessed<\/li>\n\n\n\n<li>A detailed report of the findings is then shared with all for development or succession planning<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-tj-custom-product-block-custom-product-card custom-product-card-plugin-style\" id=\"tagged_prod_container_14356\"><h3><span class=\"ez-toc-section\" id=\"peopleapex\"><\/span>PeopleApex<span class=\"ez-toc-section-end\"><\/span><\/h3><input type=\"hidden\" name=\"tagged_product[]\" value=\"14356\"\/><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-6-human-resource-accounting-method-cost-accounting-method\"><span class=\"ez-toc-section\" id=\"6_human_resource_accounting_method_cost_accounting_method\"><\/span>6. Human Resource Accounting Method (Cost Accounting Method)<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Human resource accounting method is an employee appraisal method that evaluates employees by putting a monetary value on their work, based on what they cost and how much they help the company.<\/p>\n\n\n\n<p><strong>How it Works:<\/strong><\/p>\n\n\n\n<ul>\n<li>Identify all the cost components, including salary, training, benefits, and other expenses<\/li>\n\n\n\n<li>Assign these costs to individual employees or roles<\/li>\n\n\n\n<li>Assess the employee\u2019s output or contribution<\/li>\n\n\n\n<li>Compare costs to the value generated to determine ROI<\/li>\n\n\n\n<li>This data can then be used for HR decisions on compensation, training, or retention<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-custom-blocks-pros-cons\"><div class=\"pros-container\"><p class=\"pros_heading\">Pros<\/p><ul class=\"pros\"><li>Links performance to financial outcomes<\/li><li>Provides quantifiable metrics for HR planning<\/li><\/ul><\/div><div class=\"cons-container\"><p class=\"cons_heading\">Cons<\/p><ul class=\"cons\"><li>Focuses narrowly on financial results<\/li><li>It is complex to implement and maintain<\/li><li>It may not capture intangible contributions<\/li><\/ul><\/div><\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-tips-for-a-good-performance-appraisal-process\"><span class=\"ez-toc-section\" id=\"tips_for_a_good_performance_appraisal_process\"><\/span>Tips for a Good Performance Appraisal Process<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>If you are looking to maximize the effectiveness of your performance appraisal methods, consider the following tips\u2026<\/p>\n\n\n\n<ul>\n<li><strong>Use Multiple Techniques: <\/strong>Use both traditional and modern performance appraisal methods together to get a balanced view.<\/li>\n\n\n\n<li><strong>Train Evaluators:<\/strong> Managers should be taught not to rely on biases and stick to constructive feedback.<\/li>\n\n\n\n<li><strong>Set Clear Goals:<\/strong> For any performance appraisal technique to work, it is important to make certain that employees understand expectations and metrics.<\/li>\n\n\n\n<li><strong>Leverage Technology:<\/strong> You can make use of the sundry performance management systems and <a href=\"https:\/\/www.techjockey.com\/category\/360-degree-feedback-software\">360-degree feedback software<\/a> to streamline data collection and analysis.<\/li>\n\n\n\n<li><strong>Encourage Two-Way Feedback:<\/strong> You should allow employees to share their points of view during appraisal meetings.<\/li>\n\n\n\n<li><strong>Maintain Confidentiality:<\/strong> Protect employee data and ensure fair treatment.<\/li>\n\n\n\n<li><strong>Regular Check-ins<\/strong>: Feedback should not be limited to annual reviews. Performance conversations should rather take place weekly\/monthly.<\/li>\n<\/ul>\n\n\n\n<p><strong>Conclusion<\/strong><\/p>\n\n\n\n<p>All in all, performance appraisal methods are tools of great significance when it comes to motivating employees, supporting progress, and driving organizational success.<\/p>\n\n\n\n<p>If you, too, wish to build a high-impact performance appraisal process for your organization, start by selecting the right performance management system with chosen employee appraisal method that best aligns with your business needs. For all the technological aid you might need alongside it, remember we, at Techjockey, are just a call away!<\/p>\n","protected":false},"excerpt":{"rendered":"<p>As per a 2024 survey conducted by Gallup, only 14% of employees today believe that their performance reviews help them become better. As unfortunate as it may sound, this fact alone underlines the need for the implementation of effective performance appraisal methods. A well-designed performance appraisal process not only evaluates past performance but also motivates [&hellip;]<\/p>\n","protected":false},"author":212,"featured_media":57310,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[9355],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.2 (Yoast SEO v22.2) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How To Choose The Right Performance Appraisal Methods?<\/title>\n<meta name=\"description\" content=\"Explore top performance appraisal methods for companies to assess employee performance, set goals, and drive business growth.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/posts\/57303\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How Companies Can Implement the Right Performance Appraisal Methods?\" \/>\n<meta property=\"og:description\" content=\"Explore top performance appraisal methods for companies to assess employee performance, set goals, and drive business growth.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/posts\/57303\" \/>\n<meta property=\"og:site_name\" content=\"Techjockey.com Blog\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Techjockey\/\" \/>\n<meta property=\"article:published_time\" content=\"2025-06-18T13:22:01+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-06-18T13:22:09+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/17170255\/Performance-Appraisel-methods.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"628\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Yashika Aneja\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@TechJockeys\" \/>\n<meta name=\"twitter:site\" content=\"@TechJockeys\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Yashika Aneja\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"12 minutes\" \/>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"How To Choose The Right Performance Appraisal Methods?","description":"Explore top performance appraisal methods for companies to assess employee performance, set goals, and drive business growth.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/posts\/57303","og_locale":"en_US","og_type":"article","og_title":"How Companies Can Implement the Right Performance Appraisal Methods?","og_description":"Explore top performance appraisal methods for companies to assess employee performance, set goals, and drive business growth.","og_url":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/posts\/57303","og_site_name":"Techjockey.com Blog","article_publisher":"https:\/\/www.facebook.com\/Techjockey\/","article_published_time":"2025-06-18T13:22:01+00:00","article_modified_time":"2025-06-18T13:22:09+00:00","og_image":[{"width":1200,"height":628,"url":"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/17170255\/Performance-Appraisel-methods.png","type":"image\/png"}],"author":"Yashika Aneja","twitter_card":"summary_large_image","twitter_creator":"@TechJockeys","twitter_site":"@TechJockeys","twitter_misc":{"Written by":"Yashika Aneja","Est. reading time":"12 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods#article","isPartOf":{"@id":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods"},"author":{"name":"Yashika Aneja","@id":"https:\/\/www.techjockey.com\/blog\/#\/schema\/person\/ca1bd133dee12c2231aee1f84f1155a4"},"headline":"How Companies Can Implement the Right Performance Appraisal Methods?","datePublished":"2025-06-18T13:22:01+00:00","dateModified":"2025-06-18T13:22:09+00:00","mainEntityOfPage":{"@id":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods"},"wordCount":2514,"publisher":{"@id":"https:\/\/www.techjockey.com\/blog\/#organization"},"image":{"@id":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods#primaryimage"},"thumbnailUrl":"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/17170255\/Performance-Appraisel-methods.png","articleSection":["Performance Management System"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods","url":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods","name":"How To Choose The Right Performance Appraisal Methods?","isPartOf":{"@id":"https:\/\/www.techjockey.com\/blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods#primaryimage"},"image":{"@id":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods#primaryimage"},"thumbnailUrl":"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/17170255\/Performance-Appraisel-methods.png","datePublished":"2025-06-18T13:22:01+00:00","dateModified":"2025-06-18T13:22:09+00:00","description":"Explore top performance appraisal methods for companies to assess employee performance, set goals, and drive business growth.","breadcrumb":{"@id":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods#primaryimage","url":"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/17170255\/Performance-Appraisel-methods.png","contentUrl":"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2025\/06\/17170255\/Performance-Appraisel-methods.png","width":1200,"height":628,"caption":"Illustration of two office employees analyzing performance appraisal data on a digital board showing graphs and metrics, with a heading reading Performance Appraisal Methods"},{"@type":"BreadcrumbList","@id":"https:\/\/www.techjockey.com\/blog\/implement-the-right-performance-appraisal-methods#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.techjockey.com\/blog\/"},{"@type":"ListItem","position":2,"name":"Performance Management System","item":"https:\/\/www.techjockey.com\/blog\/category\/performance-management-system"},{"@type":"ListItem","position":3,"name":"How Companies Can Implement the Right Performance Appraisal Methods?"}]},{"@type":"WebSite","@id":"https:\/\/www.techjockey.com\/blog\/#website","url":"https:\/\/www.techjockey.com\/blog\/","name":"Techjockey.com Blog","description":"","publisher":{"@id":"https:\/\/www.techjockey.com\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.techjockey.com\/blog\/?s={search_term_string}"},"query-input":"required name=search_term_string"}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/www.techjockey.com\/blog\/#organization","name":"Techjockey Infotech Private Limited","url":"https:\/\/www.techjockey.com\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.techjockey.com\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2019\/12\/logo.png","contentUrl":"https:\/\/cdn.techjockey.com\/blog\/wp-content\/uploads\/2019\/12\/logo.png","width":72,"height":72,"caption":"Techjockey Infotech Private Limited"},"image":{"@id":"https:\/\/www.techjockey.com\/blog\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/Techjockey\/","https:\/\/twitter.com\/TechJockeys","https:\/\/www.linkedin.com\/company\/techjockey","https:\/\/www.youtube.com\/@techjockeydotcom"]},{"@type":"Person","@id":"https:\/\/www.techjockey.com\/blog\/#\/schema\/person\/ca1bd133dee12c2231aee1f84f1155a4","name":"Yashika Aneja","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.techjockey.com\/blog\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/6272a4996cf1180ebfe2b7892148c785?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/6272a4996cf1180ebfe2b7892148c785?s=96&d=mm&r=g","caption":"Yashika Aneja"},"description":"Yashika Aneja is a Senior Content Writer at Techjockey, with over 5 years of experience in content creation and management. From writing about normal everyday affairs to profound fact-based stories on wide-ranging themes, including environment, technology, education, politics, social media, travel, lifestyle so on and so forth, she has, as part of her professional journey so far, shown acute proficiency in almost all sorts of genres\/formats\/styles of writing. With perpetual curiosity and enthusiasm to delve into the new and the uncharted, she is thusly always at the top of her lexical game, one priceless word at a time.","sameAs":["http:\/\/linkedin.com\/in\/yashika-aneja-a47799183"],"birthDate":"1996-04-09","gender":"Female","knowsLanguage":["English","Hindi","Punjabi"],"jobTitle":"Senior Content Writer","worksFor":"Techjockey","url":"https:\/\/www.techjockey.com\/blog\/author\/yashika"}]}},"_links":{"self":[{"href":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/posts\/57303"}],"collection":[{"href":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/users\/212"}],"replies":[{"embeddable":true,"href":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/comments?post=57303"}],"version-history":[{"count":7,"href":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/posts\/57303\/revisions"}],"predecessor-version":[{"id":57363,"href":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/posts\/57303\/revisions\/57363"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/media\/57310"}],"wp:attachment":[{"href":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/media?parent=57303"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/categories?post=57303"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.techjockey.com\/blog\/wp-json\/wp\/v2\/tags?post=57303"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}