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Alternative to Performance Appraisals
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Alternative to Performance Appraisals
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Our performance appraisal process is fairly ineffective. Most employees and supervisors dislike the whole thing. Which makes me think there has to be an alternative with higher value-add to the organi
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Alternative to Performance Appraisals
posted at 6/17/2009 12:06 PM EDT
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Posts: 21
First: 6/17/2009 Last: 6/21/2010 |
Our performance appraisal process is fairly ineffective. Most employees and supervisors dislike the whole thing. Which makes me think there has to be an alternative with higher value-add to the organization. Don't get me wrong, I understand all the reasons to have a PA process. I do appreciate all the arguments for having one that is effective. But I just don't have managment support and I'm hoping some of you have suggestions on alternative ways to get the same end result accomplished.
Some background: We have a merit increase tied to the PA process, but it's really just a cost-of-living increase. High performers are always addressed outside of the "merit" increase range. I welcome any constructive thoughts you might have on the subject. |
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Alternative to Performance Appraisals
posted at 6/17/2009 2:23 PM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Before throwing a bunch of ideas at you. what do you think management will go for? What do they object to about a PA process (it's been my experience that they a) don't want to spend the effort on doing PA's or b) think it's somehow unfair to rank some employees higher than others).
Have they given any indication to you whether or not they'll even support PA's? |
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Alternative to Performance Appraisals
posted at 6/18/2009 4:07 AM EDT
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Posts: 21
First: 6/17/2009 Last: 6/21/2010 |
nork3, those are great questions. I'm not sure of the answers to be honest. I think a lot of the issues relate to the ranking form. On the other hand, we tried to get rid of ranking and go to a narrative form, but everyone hated those (they took too long). My boss hasn't completed any on his reports, so I would ask him what he wants, but he's finance and I'm not sure he'd have many ideas (he's not really into HR). Where would you start? |
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Alternative to Performance Appraisals
posted at 6/18/2009 6:33 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
This sounds like it's gonna be a long, uphill struggle on your part. First question I'd have for you would be whether or not this is one you want to take on at this point or are there other pressing programs that need your attention and which will get better reception from management.
I did have a similar problem at a tech company years ago. Rather than try to implement a program company wide, I approached one director with a lot of reports (he was the production director) whom I knew would be supportive and would appreciate having a PA process. We figured out what he needed and what would make his life easier and I designed a program that would work for him. It worked great and I was able to build on it within less than a year a get a corporate wide PA program in place. So maybe that's the key - work with the managers who'll work with you. Find out what they need, run some proposals by them and see if you can't get something going that way. |
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Alternative to Performance Appraisals
posted at 6/18/2009 7:35 AM EDT
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Posts: 50
First: 11/21/2005 Last: 11/2/2009 |
I know I have said this before, but I am amazed at how supervisors resist a PA form or process because of the "length". We are talking about a few hours to reflect, record, and review.
Employees deserve a thoughtful appraisal, sometimes this is their only opportunity to receive recognition and have a chance to share their views with management, if supervisors treat this like a chore instead of an opportunity, there's a real problem that goes beyond what format you should use. |
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Alternative to Performance Appraisals
posted at 6/18/2009 9:11 AM EDT
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Posts: 79
First: 3/19/2008 Last: 10/15/2009 |
3 quick thoughts:
Don't have one big annual appraisal, it should occur more often. Approach it from a developmental point, linking spcific behaviors and accomplishments to organizational outcomes. Have the employee track and report their own accomplishments thoroughout the year. Stop pretending that it's related to pay increases. It makes the whole process seem like a sham. |
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Alternative to Performance Appraisals
posted at 6/19/2009 4:34 AM EDT
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Posts: 21
First: 6/17/2009 Last: 6/21/2010 |
I wish I could get supervisors to think it's more than a chore, but I'm not sure how to change their minds.
Question: if we don't like pay increases to the review, how do we justify increase differentials? Would there be a short form to use or something similar? |
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Alternative to Performance Appraisals
posted at 6/19/2009 8:44 AM EDT
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Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
I don't know if there is an effective way to get around using a PA system.
Most supervisors can fairly easily rank their employees. Often they can give you a top to bottom differentiation. If they can't do that, they can usually give you a top, middle and bottom. Perhaps your approach needs to be simplified in that respect. Just use three categories for ranking and only ask a couple of the most direct job description bullet points. Ranking 1. Goes above and beyond. 2. Keep doing what you are doing. It's ok. 3. Improve or find another job. Don't rank for leadership, teamwork, communication, etc. Just rank for - meets expectations. It is so basic that I hesitate to think about it. But once you get the idea of "differentiation" established, maybe then you can move onto the "why" an employee is different. Just a thought about small beginnings. |
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Alternative to Performance Appraisals
posted at 6/19/2009 9:12 AM EDT
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Posts: 21
First: 6/17/2009 Last: 6/21/2010 |
Thank you everyone who posted. I am truely thankful for forums like this even though I don't actively post that often. As a solo practitioner, it's wonderful to have this vehicle for connecting with other HR types.
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Alternative to Performance Appraisals
posted at 6/19/2009 12:13 PM EDT
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Posts: 50
First: 11/21/2005 Last: 11/2/2009 |
If it were me, I would conversationally ask them why it was such a chore for them.
I suspect they are avoiding unpleasant conversations like 50-90% of the business population. Maybe you can help them articulate what they want to communicate. Help them understand that the appraisal dosn't have to be a negative interaction. |
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