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What is the best appraisal process you have ever gone thorugh?

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Eduard Hernandez
Community Champion
Product Operations Program Manager Barcelona, 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.
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Keith Novak Tukwila, Wa, United States
Unfortunately, I often see performance evaluations used more as a risk management tool rather than to actually affect job performance.

Since performance is typically a major factor in raises, having a consistent way to rate performance helps reduce legal liability from people claiming unfair treatment. That attempt at even treatment tends to result in pushing everyone to the middle of the bell curve with a few outliers. People who have been top performers for years can get average performance evaluations simply to allow another strong performer to have their chance at a higher rating.

I have found that when working with a manager who is actively trying to develop their employees, there is more value in the goal setting than the appraisals. That at least serves to establish the expectations to get to the next level.
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Wayne Mack Retired| Retired South Riding, Va, United States
Nov 26, 2022 1:22 PM
Replying to Stéphane Parent
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Low performers are also candidates for layoffs.
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.
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1 reply by Stéphane Parent
Dec 01, 2022 5:32 PM
Stéphane Parent
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That was not my experience, Wayne. I laid off people then was myself laid off based on performance appraisal.
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Bruce Finch CEO| Bruce Finch Consulting Layton, Ut, United States
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
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.
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Stéphane Parent Self Employed / Semi-retired| Leader Maker Prince Edward Island, Canada
Dec 01, 2022 1:56 PM
Replying to 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.
That was not my experience, Wayne. I laid off people then was myself laid off based on performance appraisal.
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Pravin Kumar Shrivastava Associate Vice President| Aithent Technologies Pvt Ltd Gurgaon, Haryana, India
As per the replies from all other contributors. A form is filled with goals and achievements. No one sees this form till the next review period.
I would suggest to review these goals periodically and communicate the feedback regularly. I know OKR is the one of the recommended approach and link the performance reviews with OKR.
The OKR must impact the organization to result in work efficiency, more production, more quality etc.
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Latha Thamma reddi Sr Product and Portfolio Management (Automation Innovation)| DXC Technology Mckinney, Tx, United States
anyhow layoff is detrimental
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