My company is currently running an appraisal system that on the surface meets all the criteria a good appraisal system should have and in principle should work. However neither staff nor management seem to get any real value out of this system and worse still they dont really see any point to it. I would like take out the system altogether but there are so many different approaches to this subject i'm not sure where to start. I would really prefer a forward focused system that is a performance management tool with the ability to motivate and reward staff for thier efforts. Can anyone help?
carol harrison
One Response
baby and bathwater
Carol
At the risk of sounding trite it may be that the system is perfectly adequate but, for any permutation of reasons, people (managers and staff) have so little committment to it that it fails.
It doesn’t matter if you have a Rolls Royce or a Skoda, if you are a bad driver you’ll still crash. Trading it in for a Volvo won’t actually help though it will cost money and make you feel as though you’ve done something.
I’m currently working with a client with a similar problem and they have found great benefit in working on the people side of the solution rather than the system side.
The “appraisal” side is half the issue, as you rightly say you also need the forward looking bit for development. By putting the two together you reap benefits (the future is based on the past….build on proven strengths, amend proven weaknesses) but you can also open up problems areas..if it is still called an annual appraisal (even informally) then the developmental value is diluted. If I can help feel free to call
Good luck
Rus