Performance appraisal provides feedback October 26, 2006
Posted by Admin in Performance Appraisal, Performance Management.add a comment
Why do companies go to the bother of setting up a performance appraisal system? The most common reason is to give employees feedback on how they’re doing. If a company has a performance appraisal process, then the individual learns exactly how well her boss feels she did during the previous twelve months. Whether she agrees or disagrees with the evaluation (and remember—a performance appraisal is a formal record of a supervisor’s opinion of the quality of an employee’s work) she can then use that information to improve her performance in the future. And there’s something else here, too.
Performance appraisal serves another vital purpose by putting pressure on the boss to clearly communicate his performance expectations. How can you hold someone accountable for doing a good job if you haven’t told them what it is that you expect them to do and how their performance will be evaluated?
About the Author
Dick Grote is one of America’s most successful and best-known authors, consultants, and speakers on performance management. He is the Chairman and CEO of Grote Consulting Corporation – http://www.groteconsulting.com
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Digg It!Is performance management all that important? October 9, 2006
Posted by Admin in Performance Appraisal, Performance Management, Talent Management.add a comment
Is there any management process that is as mocked, as resented, as disparaged as performance appraisal? Scott Adams might have to retire his Dilbert cartoon if he didn’t have performance appraisal to lampoon.
And the way that performance appraisals are done in too many companies makes it easy for the scoffers to scoff and for Scott Adams to find a wealth of material to satirize.
But let me be blunt. Performance appraisal, mocked as it may be, is genuinely important. Lets look at all of the different organizational purposes a performance appraisal system serves. And then, in the entries to come, I’ll explore each one and why it’s important. Performance appraisal:
- Provides feedback to employees about their performance
- Helps determine who gets promoted
- Facilitates layoff or downsizing decisions
- Encourages performance improvement
- Motivates superior performance
- Helps set and measure goals
- Identifies poor performers for correction or termination
- Helps determine compensation changes
- Encourages coaching and mentoring
- Supports manpower planning or succession planning
- Determines individual training and development needs
- Determines organizational training and development needs
- Confirms that good hiring decisions are being made
- Provides legal defensibility for personnel decisions
- And finally, if it’s done right — improves overall organizational performance
About the Author
Dick Grote is one of America’s most successful and best-known authors, consultants, and speakers on performance management. He is the Chairman and CEO of Grote Consulting – http://www.groteconsulting.com
