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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

Parents
  • Hi Scott,

    We have moved away from the annual appraisal cycle in my company approximately 2 years ago and have moved to a continuous performance management system, supported by a fab bit of software called ClearReview.

    We all have regular check ins with our line managers - we set this to be a minimum of one check in every 4 weeks - although some do more and some do less - we are not overly dictatorial about it - we ask that they find what works for them.

    We also then all have objectives on the system - that are managed by the employee - they can be short or long term and are reviewed at Check Ins. We load the system up with the Organisational goals so that employees can link their objectives to a goal. This has really helped with focus on what is adding value etc.

    The Clear Review system also allows us to record short term actions, ask for feedback about how we are doing and also run what are called talent snapshots.

    How has it worked for us - well I think everyone is more engaged and benefits from shorter, sharper and clearer conversations with their line manager. We are no longer locked into an annual appraisal paperwork fest! Managers tend to pick up and deal with performance issues quicker and more effectively as they don't let it fester until year end. That said, not everyone likes it and we have had to do some work in engaging people in how to use it to its best effect, how to write smart objectives and why continuous check ins are better.

    Would I ever go back to an annual system - no !

    Hope that helps!

    Rachel
Reply
  • Hi Scott,

    We have moved away from the annual appraisal cycle in my company approximately 2 years ago and have moved to a continuous performance management system, supported by a fab bit of software called ClearReview.

    We all have regular check ins with our line managers - we set this to be a minimum of one check in every 4 weeks - although some do more and some do less - we are not overly dictatorial about it - we ask that they find what works for them.

    We also then all have objectives on the system - that are managed by the employee - they can be short or long term and are reviewed at Check Ins. We load the system up with the Organisational goals so that employees can link their objectives to a goal. This has really helped with focus on what is adding value etc.

    The Clear Review system also allows us to record short term actions, ask for feedback about how we are doing and also run what are called talent snapshots.

    How has it worked for us - well I think everyone is more engaged and benefits from shorter, sharper and clearer conversations with their line manager. We are no longer locked into an annual appraisal paperwork fest! Managers tend to pick up and deal with performance issues quicker and more effectively as they don't let it fester until year end. That said, not everyone likes it and we have had to do some work in engaging people in how to use it to its best effect, how to write smart objectives and why continuous check ins are better.

    Would I ever go back to an annual system - no !

    Hope that helps!

    Rachel
Children
  • in reply to Rachel
    Hi Rachel.
    Happy to learn about the continuous performance management system.
    And the online system seems to help.
    One key success factor I believe is discipline in updates by all participants. Interestingly, this system seems to capture annual targets broken down to monthly indicators. I am just wondering if it is not too cumbersome for the line managers?
    Cheers
    Reena