Performance Appraisals

Dear Reader, If you are managing teams, performance management and annual appraisals are an important item that needs care and work.

Few of the common issues seen in an inadequate appraisal process are listed below,

Associates have not been properly explained their goals. Goals are not SMART. Goals are not discussed and mutually agreed.

Associates mostly want to be scored in 75% to 85% percentile band. Many don't want the top and also desist average rankings.

Associates complain they haven't been guided enough to realize their set goals by appraiser.

Few Associates don't treat bands as confidential and Few use this to encourage those who are dissatisfied per Team dynamics.

Associates want they should also have a say in their appraiser's appraisals.360 degree appraisals.

If few associates are moving out of a group or are in promotion lists, appraisers try to knock the ratings by a notch down.

In a large team, when there are more appraisers, the range of ratings each appraiser associates with a band can vary, and when band is assigned, then there can be inconsistency.

Ratings and bands if not done properly will cascade to promotion expectations and prolonged discussions.

Few to dos…

SMART Goals. Participative Goal setting process. A mix of  Delivery oriented and self growth related goals. 

Period sharing of performance. An objective assessment of each task on how it's executed. 

Traits of  intelligence, accountability and proactive approach,wherever shown or missing in execution must be clearly spelt out. 

Have Team Ground Rules and Hygiene Factors clearly articulated and agreed by all.

Delivery Quality, Reviews, Learnings, Attendance, Punctuality should be in hygiene.

Promotions discussions should be brief. Appraisals discussions can be longer.

Reward in public, share improvements in person. 

Bring Agile and Transparent culture where all celebrate Team wins and also individual achievements.