Product Operations Program ManagerBarcelona, Cataluña, Spain
In many cases, the appraisal is based on a filled out form containing the individual goals, alignment with organizational goals, areas for personal development, etc. Typically, this form is defined, togather with the department manager, at the beginning of the year, monitored after ca. 6 months, and a final assessment is carried out at the end of the year.
Then, the form ends up in a cabinet / virtual folder and is never checked again.
What is your experience on this matter? How has your performance been measured in your organizations? Was it a bureaucratic futile exercise, or rather the contrary? Look forward to reading your comments. Saving Changes...
Like most other things, performance appraisal should be done on an ongoing basis with coaching, feedback and development support provided. The formal assessment should just be a formality with no surprises for either manager or team member.
Having meaningful 1:1's on a weekly basis with your manager helps, as does a manager who takes the time to help you explore growth options you might not have otherwise considered. My entry into the PM field was made possible by a manager who saw something I didn't.
Kiron
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2 replies by Bruce Finch and Stéphane Parent
Nov 24, 2022 9:37 AM
Stéphane Parent
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Your manager saw your potential. :)
Dec 01, 2022 3:51 PM
Bruce Finch
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The meaningful 1:1 is a basic requirement in effective management. It provides the opportunity for a manager to guide a subordinate toward growth or corrective constructive communication. If done well, you will have an increasingly better team or when you have to let an individual go, it will not be a surprise. Terminating an employee should never be a surprise to that employee. This 1:1 for those who do not report to you, in an informal setting is also a valuable tool when treated as a mentor or networking technique.
Those gave me constructive feedback. something that can help me direct my improvement efforts Saving Changes...
Stéphane ParentSelf Employed / Semi-retired| Leader MakerPrince Edward Island, Canada
Nov 24, 2022 7:44 AM
Replying to Kiron Bondale
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Eduard -
Like most other things, performance appraisal should be done on an ongoing basis with coaching, feedback and development support provided. The formal assessment should just be a formality with no surprises for either manager or team member.
Having meaningful 1:1's on a weekly basis with your manager helps, as does a manager who takes the time to help you explore growth options you might not have otherwise considered. My entry into the PM field was made possible by a manager who saw something I didn't.
Kiron
Your manager saw your potential. :) Saving Changes...
A 360-degree performance appraisal has the best approach because you are evaluated anonymously by different stakeholders, like your managers, co-workers, and your team or subordinates. This evaluation offers the widest view of your performance. Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
I hate this but I have to do this from long time ago. The only thing that matters in my case is depending on the appraisal I get my annual bonus. Saving Changes...
Sateesh MuggallaSenior Manager| CapgeminiBangalore, Karnataka, India
Even i don't like the appraisal process, should be defined by many factors. Appraisal influences by the work you are doing/committed for the specific time. but performance needs to be defined by the capabilities of the individual. Saving Changes...
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
Performance appraisals are probably the most misused tools in the industry. I have been victim and perpetrator and enter them with dread. Typically they are accompanied with guidelines - not so much the process but the results. Many organizations expect the results to fit a Bell curve - 20% high performers, 20% low performers and everybody else in the middle. I am of the opinion that anyone in the low performance category are over-employed or poorly managed and those in the highest category and under-employed. Thus performance appraisals are more a reflection of the management rather than the employee.
Sergio is right, its a tool to divide up the bonus money.
It may appear I am not a fan of formal performance appraisals and you would be right. I much prefer continuous feedback rather than putting things off until the designated date for the performance appraisal event. If there has to be a formal event make it quarterly so one can actually see progress. Saving Changes...
Stéphane ParentSelf Employed / Semi-retired| Leader MakerPrince Edward Island, Canada
Low performers are also candidates for layoffs.
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2 replies by Peter Rapin and Wayne Mack
Nov 28, 2022 10:57 AM
Peter Rapin
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I agree however, termination should occur prior to the formal appraisal process unless it's part of the HR requirement - a 'cover-your-ass' documentation.
Dec 01, 2022 1:56 PM
Wayne Mack
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Layoffs are typically based on business segments and not at the level of individuals. A wonderful performance review rating makes no difference when a department is purged.
Saving Changes...
Peter RapinSubject Matter Expect; Project Delivery| Independent ConsultantOntario, Canada
Nov 26, 2022 1:22 PM
Replying to Stéphane Parent
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Low performers are also candidates for layoffs.
I agree however, termination should occur prior to the formal appraisal process unless it's part of the HR requirement - a 'cover-your-ass' documentation. Saving Changes...
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