Performance appraisals don't work

They definitely do not work as intended. It end up being a paper exercise for documentation. The comments by the appraiser end up being a reflection of his pre conceived perception about the appraisee.

Yes, they do.

However like all systems, it must evolve with the times. Employees are no longer the silent partners that they used to be. They are now far more empowered and contributing than they ever were. So a 360 degree feedback - the employee, his colleagues, his subordinates, his boss and himself - must be taken in to account i the performance appraisal is to be worthwhile.

Performance Appraisals don't work on three fronts:

1.During translation of organizational goals into segmented goals for jobs and individuals

2.Accurate assessments of individual's performance and individual's defensive reactions to appraisal

3.In aligning individual performance ratings & merit-related pay

we are in the age of world class manufacturing through performance management. have to make performance appraisals work, encouraging self appraisal for performance improvement, identifying training needs, giving feedback and counseling, objective ratings in terms of well differentiated performance based on strategic objectives, the results and the competencies, future goal setting and expected value addition, potential appraisal.

the performance appraisal system needs to be customised and improvised based on the strategic objectives of the organisation raising the bar each time as well as avoiding the past mistakes occurred impacting employee morale. the processes be designed and facilitated collectively to promote ownership, as well as  managers be well trained to handle the system professionally and objectively, while all employees need to be well briefed.

the top management needs to leverage the system to work to the advantage of organisation and culture development to contribute to performance management rather than use the system for just reward administration.

there could be realistic goal setting with support, quick quarterly reviews to prevent the memory from fading, half yearly feedback and counseling for performance development, and critical annual review differentiating the overall performance critically ranking the individuals, standardising the performance across the departments for equity factoring overall departmental performances, having a scientific reward/incentive system linking with company performance as well as team performances,

encouraging 360 degree feedback, freezing development plans for each individual in terms of training, promotions, succession planning, job rotation/job enrichment etc

performance management must be a strategic objective of the organisation everything well linked up, monitoring the development actions round the year as a full time job facilitating the process with the needed support systems,

using the performance management system as a sounding board seeking feedback for organisation development and culture the factors built into the review process. thus the whole system and process must be placed at a premium as any other organisational function alike the quality assurance function with a dedicated corporate team round the year and continuous research and innovations, with people involvement, with targeted organisational process outcomes enriching the organisation each time.

we need to make the system work not leaving the gaps to themselves addressing them wholesomely with both in-house comittment and expertise and inviting outside expertise. organisations over the last 15-20 years have done lot on the subject and a body of knowledge can be surely available. handling the system with inherent sensitivity treating people with consistency not giving in to the commercial priorities saving on the budget when the employment market is down,

can have employee expenses  reserves in the balance sheet to meet with all people requirements even during tough times, while could be an effective retention strategy too investing in future people performance utilising the lean times for people developmental work.

regards/kshantaram

Ills, always, exist in system. There is no system foolproof. So, totally neglecting an element of a system does not produce wonder. Rather, one has to refine it. Mean to say to find out remedy for ill-working if reported. Keeping aside the issue will not give yields. One has to clear the tumbles. If it blocks through, other element enshrined in the system be used so that the ill is rectified. Its also a part of the work. Just neglecting the issue does not solve the problem.

Generally, there may be, cases where we find some objective appraisal. In that case, the individual involved can rise the issue to next immediate superior. IT NEVER STOPS HIM TO GET WHAT HE DESERVE FOR.

We discuss the system element as an appraisal method, the ills can always be rectified by other elements of it. Such as grievance open counciling,appeal to higher authority etc.

Actually performance appraisals work around, for hardworking guys it is the supervisor/reporting manager takes care of it. It is we who does work hard on all aspects, have to show the reporting manager the work he have done, till so far, meeting him personnel or have an one-one meeting with the manager. It is the call we need to take it, because performance makes the person proud, built his energy, give him self-confidence to work more in future.

It is the guy who have to take call of this seriously on every day or every timesheets which have been sent to Manager on daily or weekly basis. If the supervisor remembers only recent things or does not remembers your performance, then we need have an meeting before the apprasials or on the time of apprasials. We need to have good managers then we will grow and company grows with hardworking guys. It is the company which we believe and join, thinking we will get good managers.

Hope for the best and best happens everytime and performance are taken care for hardworking guys.

Believe yourself and have faith. 

Yes, performance appraisal works, it plays a key role in an organisation. Well I myself belive that this is the best way to analyse the performance, productivity as well as behaviour of conduct of employees among them in the company. Performance Appraisal enables an organisation to distinct their loyal & hard working employees among rest of all & able to give all sorts of employee benefits to the deserving candidates.

Yes, management appraisal works. This is the best way to check the performance, productivity as well as the behaviour of conduct of the employees in an organisation. This is the only way by which an organisation can categorise its loyal employees among all & able to give the all sorts of employee benefits to the deserving candidates.

Performance Appraisals works in all fields and everywhere

Nevertheless, Performance definitely Works, irrespective of the Appraisals !!  :)