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Appraisal Good Practice

Murph

Hi All,

I have been reading with a great deal of interest, the debate on whether or not the annual appraisal is dead.

It seems that most people/organisations agree that their existing process is either not fit for purpose, or at least very cumbersome. I wonder then if anyone has actually come up with a workable alternative that does seem to tick the right boxes (without being a box ticking exercise)?

We currently do spend more time chasing completion, than we do on the content of the reviews. 

If anyone would love to share their best practice, or a real tangible way forward I would love to hear it.

Thanks in advance

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  • The real challenge - and where I find myself drawn into the process most often - is in the framing of objectives so they are useful for both employee and employer.

    The employee needs a clear description of what "good" looks like. The employer needs a clear benchmark to determine whether "good" is being achieved.

    Most appraisal failures, I've found, arise from a manager judging an employee on things the employee didn't know were being measured or in which they didn't know what the metric of quality was supposed to be.
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  • The real challenge - and where I find myself drawn into the process most often - is in the framing of objectives so they are useful for both employee and employer.

    The employee needs a clear description of what "good" looks like. The employer needs a clear benchmark to determine whether "good" is being achieved.

    Most appraisal failures, I've found, arise from a manager judging an employee on things the employee didn't know were being measured or in which they didn't know what the metric of quality was supposed to be.
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