Appraisals People are NOT LOVING It!
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What’s not working? • There has been a growing sentiment that current Performance Appraisals & reviews are not working. • Performance Appraisals are distant & biased and employees cannot connect with its relevance anymore. • There are many complaints about Appraisals. • This presentation is about finding those key reasons.
But ‌ What is it about Appraisals that employees DO NOT like?
Let’s look at the 5 Key reasons
Too Distant; Not Real Time • Appraisals happen once or twice a year; far away from day to day action when performance happens. • Employees prefer feedback near real time. • Advice for improvement or words of encouragement happening real time provides maximum impact for the employee.
Overall Ratings are not fair • In most appraisals, employees are assigned an overall rating in the end. • The Overall Rating does not always have a mathematical formula behind it. • Mostly, it’s a subjective choice of the Manager & HR • Employees feel overall ratings as a strategy by Management to group employees. • The whole process does not seem fair.
Subject to Manager’s whims • Appraisals lose a lot of objectivity because it’s evaluated by a single Manager, mostly • Since ratings are mostly subjective, these may seem unfair to employee especially if give low • Personal relationship with Manager has a strong influence • Relative perceptions of employees that a Manager evaluates play a strong influence too.
Time Bound always • Appraisals are bound by time – half year, 12 months, quarter etc. • In project based or knowledge based organizations, performances are typically related to a completed task. • Time Bound appraisals make more sense for those with set quantitative targets to be achieved in a time frame i.e. Sales, Customer Service, Marketing etc.
Unclear Purpose • What is the core purpose of Appraisals? – Ranking employees – Doling increments, bonus & promotions – Identify employees to fire
• Mostly appraisals are delinked from employee development track & thus the real purpose of Appraisals is not clear to employees.
Conclusion • The complaints against Appraisals are growing by the day & Management is now waking up to smell the rose. • Here is an example on how Infosys is revamping their Performance Management program with real time feedback-"Crowdsourcing feedback & why it may work @ Infosys"
Simple, Effective, Ongoing - Employees love it !
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