Does your company do Annual Performance Appraisals? What is the purpose of those Performance Appraisals?
Most HR people would propose that they protect the company in the event of a termination. But here is a question to ponder. If your company is involved in litigation over a termination, which side of the table is the first to introduce your Performance Appraisals into evidence?
Gary Markle, in his book Catalytic Coaching, takes most Performance Appraisal systems to the mat. For all that we would want them to do, most often, Performance Appraisals, have the opposite effect. We think they protect us, they are used against us.
In two weeks, Working Leadership Online will tackle this subject. So I am curious, what is your experience with Performance Appraisals? Are they helpful? What is wrong with them?
Tom,
Good question. I’ve been thinking about performance appraisals and Time Span lately because many of our front line workers are ones. We have a weekly scorecard and we measure and reward every week, which fits their time span.
Our healthcare company is licensed and, as a stipulation of our license, we’re required to “review” each employee annually.
Since I’ve been introduced to Time Span, I can see how these annual reviews are a waste of time for ones and twos.
So, what’s the most meaningful way to review ones and two without wasting everyone’s time?
Thanks….Matt