“What do you hate about performance appraisals?” I asked, gazing into a classroom full of rolling eyes. The snickers and muffled laughter hinted that I struck a chord.
Each table created responses that sounded like these:
- They are a waste of time.
- They are supposed to cover a whole year, but no one remembers anything earlier than three weeks ago.
- My manager hardly knows what I do, anyway.
- My manager is just trying to remember the bad stuff, so he doesn’t have to give me a raise.
- The only score I ever get is a 3 out of 5, because any other score requires an explanation, and no one wants to spend the time on the paperwork.
- My manager is out of touch with the problems I face on a daily basis, and he uses some sort of rating system that doesn’t make any sense.
- Sometimes, I think my manager is wrong about the way he sees things.
If you are a regular reader of Dilbert, you can come up with another hundred observations. The reason they are funny is that they most accurately describe the truth.
So, if we were to create an appraisal system that addresses these issues, what elements would we include? -TF