From the perspective of usefulness for employee counseling and allocating rewards, the technique with the poorest record is the graphic rating scales.
Graphic rating scales are often criticized for their subjectivity and lack of specificity, which can make them less effective in providing meaningful feedback for counseling purposes and accurately allocating rewards. Other techniques like Management by Objectives (MBOs), assessment centers, critical incidents, and Behaviorally Anchored Rating Scales (BARS) are generally considered more reliable and objective in assessing employee performance and guiding counseling and reward allocation decisions.