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Performance Appraisals - Why Employees are NOT LOVING It !

Here's looking at the Top 5 reasons why employees are not loving appraisals. Employees are complaining about Performance Appraisals for quite some time while Feedback and 360 Feedback is more popular.

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Performance Appraisals - Why Employees are NOT LOVING It !

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  1. Appraisals People are NOT LOVING It! www.360fdbk.com

  2. What’s not working? • There has been a growing sentiment that current Performance Appraisals & reviews are not working. • Performance Appraisals are distant & biased and employees cannot connect with its relevance anymore. • There are many complaints about Appraisals. • This presentation is about finding those key reasons.

  3. But … What is it about Appraisals that employees DO NOT like? Let’s look at the 5 Key reasons

  4. Too Distant; Not Real Time • Appraisals happen once or twice a year; far away from day to day action when performance happens. • Employees prefer feedback near real time. • Advice for improvement or words of encouragement happening real time provides maximum impact for the employee.

  5. Overall Ratings are not fair • In most appraisals, employees are assigned an overall rating in the end. • The Overall Rating does not always have a mathematical formula behind it. • Mostly, it’s a subjective choice of the Manager & HR • Employees feel overall ratings as a strategy by Management to group employees. • The whole process does not seem fair.

  6. Subject to Manager’s whims • Appraisals lose a lot of objectivity because it’s evaluated by a single Manager, mostly • Since ratings are mostly subjective, these may seem unfair to employee especially if give low • Personal relationship with Manager has a strong influence • Relative perceptions of employees that a Manager evaluates play a strong influence too.

  7. Time Bound always • Appraisals are bound by time – half year, 12 months, quarter etc. • In project based or knowledge based organizations, performances are typically related to a completed task. • Time Bound appraisals make more sense for those with set quantitative targets to be achieved in a time frame i.e. Sales, Customer Service, Marketing etc.

  8. Unclear Purpose • What is the core purpose of Appraisals? – Ranking employees – Doling increments, bonus & promotions – Identify employees to fire • Mostly appraisals are delinked from employee development track & thus the real purpose of Appraisals is not clear to employees.

  9. Conclusion • The complaints against Appraisals are growing by the day & Management is now waking up to smell the rose. • Here is an example on how Infosys is revamping their Performance Management program with real time feedback-"Crowdsourcing feedback & why it may work @ Infosys"

  10. Simple, Effective, Ongoing - Employees love it ! www.360fdbk.com 360° Reviews | Instant Feedback | Analytics

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