Folks, we’re in the midst of performance appraisals again. Yes, I used the dreaded ‘appraisal’ word because it heavily embedded in our culture. But I wish that it wasn’t about appraisal in the sense of judgement. It makes employees nervous and fretful, and gives managers headaches about what to say, how to say it, and how to deliver bad feedback. What I really wish for is a world where:
- employees look forward to the performance review cycle as a meaningful way of having a chat about how they are doing in their role
- managers feel comfortable with reviewing an employee’s performance, giving good concrete examples of desirable and undesirable behaviours
- employees have a crystal clear picture of the year ahead, and the expectations that the manager has
Sometimes we focus too much on having a good computer system to help with the performance review. But in truth, the computer system is just a way of supporting the process. For employees and managers to derive value from the process, they have to engage with open minds and with a willingness to learn.