How can performance appraisals negatively impact superior-subordinate relations?

Performance appraisals can negatively impact superior-subordinate relations primarily by making superiors appear as judges. This perception can lead to an adversarial dynamic between managers and their team members. When employees view their supervisors as evaluators focused primarily on assessing performance rather than supporting development, it creates a climate of tension and fear rather than one of collaboration and mutual growth.

In such an environment, employees may feel anxious about their performance ratings, leading to defensiveness and reduced open communication. This can hamper trust and discourage honest dialogue, which are crucial for effective teamwork and individual development. The emphasis on judgment can overshadow the primary purpose of appraisals, which should ideally focus on constructive feedback and professional growth.

In contrast, options that suggest enhancing trust and increasing collaboration do not align with the implications of a judgmental approach, as these outcomes require a foundation of mutual respect and support rather than evaluation. Additionally, the idea that performance appraisals would reduce the need for feedback is counterintuitive, as performance-related discussions still necessitate ongoing communication for effective outcomes.