Performance Appraisals Should Be An Ongoing Process

“I hate performance appraisals!”

The worst part about that perspective is that both direct reports and leaders share it.  Why?  Too frequently, leaders have not kept notes and records of both positive performance and course corrections throughout the year, much less shared these observations along the way.  So while the leader dreads the process of trying to remember enough meaningful examples in a 12-month hindsight exercise, the direct report dreads the thought of being surprised by observations that may be no longer meaningful.

Leaders should provide regular feedback immediately as the opportunity arises and make a quick note-to-self about the content of the discussion. Then, the annual appraisal is a simple matter of collecting and sorting the notes.

The note should include the date, observed behavior, and the result. For example: January 29th – Jim stayed late to help Tim with client presentation; demonstrated great teamwork, end product was excellent  and we won the account.

The performance appraisal becomes a meaningful review of a culmination of 12 months performance and shouldn’t be a surprise to anyone

Empowered leaders prepare for the performance appraisal all year long to conduct successful performance appraisals.

Explore posts in the same categories: Leadership, Performance Acceleration

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

%d bloggers like this: