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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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Forums » Topic Forums » General Forum » Alternative to Performance Appraisals
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Alternative to Performance Appraisals
posted at 6/19/2009 3:01 PM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
"I suspect they are avoiding unpleasant conversations like 50-90% of the business population."
The absolute #1 reason why the bell curve is so heavily weighted on the "superior, above average, and average" end of the spectrum. I also like the 3 tier approach mentioned above with some controls on the top two. I also don't see why performance shouldn't be tied to pay - Pay for Performance is a very desirable practice. |
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Alternative to Performance Appraisals
posted at 6/22/2009 4:39 AM EDT
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Posts: 21
First: 6/17/2009 Last: 6/21/2010 |
Most of the missing appraisals are for an entire department, so I suspect the reason for low participation is due to workload. The sups/mgrs have said to me on various occasions: "I have my own full-time job to do and it's not being a sup/mgr". That is upper-level managments' philosophy too. I've been told that we cannot have to many HR initiatives because sups/mgrs do the work of their subordinates.
It wasn't until a few years ago that I was able to push through having accountability for being a sup/mgr on the performance appraisals. But sadly, no one really looks at that. I've had demotions for sups whose appraisals say they are good at the job. (Of course they weren't told they were actually being demoted.) Hence the reason I originally posted. I keep wondering if there is a better way for a company like this one. I really like the 3 option question format. I think I will ask the sups/mgrs what they think about that. |
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Alternative to Performance Appraisals
posted at 6/22/2009 5:38 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
"I have my own full-time job to do and it's not being a sup/mgr".
An very interesting comment. It sounds like they're working primarily as individual contributors and not managers. Are they getting paid as managers? And how hard are they working - are they still around after hours? |
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Alternative to Performance Appraisals
posted at 6/22/2009 10:25 AM EDT
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Posts: 21
First: 6/17/2009 Last: 6/21/2010 |
nork3, yes, they are mainly individual contributors who have supervision responsibilitis. We give them a bump in pay for that. The closest thing we have to "true" managers are the sales managers who are the worst to deal with of the lot! |
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Alternative to Performance Appraisals
posted at 6/22/2009 10:51 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Sales managers do tend to be a rowdy lot, so you have my sympathies. They tend not to want to do anything that doesn't lead to commissions.
But that said, it would seem that they are getting the extra pay to perform management and supervisory duties. Performance appraisal is a rather essential part of those, IMO. While I sympathize with them perhaps being heavily burdened with work, the fact is they're being paid with that consideration in mind. You have a decidedly uphill battle here. I suspect that you need more horsepower behind you and that can only come from the top. You need to make a case for performance appraisal to your CEO/head honcho. List the benefits for PA's. Look at your merit increases - if they're out of control, then perhaps you can posit PA's as being a mechanism (along with a merit increase plan) for getting them under control - any CFO would go along with something like that. |
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Alternative to Performance Appraisals
posted at 7/14/2009 5:46 AM EDT
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Posts: 1
First: 7/14/2009 Last: 7/14/2009 |
We have had similiar issues with PA's, then coverted to quarterly goal setting program and a mid-year competency reveiw for salaried employees only. This has been particulary helpful in keeping our employees focused on short term results in a constantly changing business environment. |
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Alternative to Performance Appraisals
posted at 7/14/2009 12:24 PM EDT
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Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
I think top support is part of the key, but I also think successful implementation is going to come from getting grass roots support.
One thing to consider is to think through the direct benefit that each evaluator would receive. First, it is a comprehensive method to identify and document performance. Then take on the task of identifying what traits the superstars have that can be emulated or developed by the folks that live in the middle part of the performance bell curve. it also identifies the folks that should ge their future freed up to find a better fit. Identifying these characteristics could lead to production/performance improvements in the respective business cycles that are being supervised. This knowledge should lead to improved business practices that can improve efficiency and reduce non-productive time, which could lead to more money, bonuses, etc. Making the investment now through the appraisal process and then thinking through how to analyze the result and tie change into the business plan/cycle might open up the eyes of those that are blind to the possibilities. Just some thoughts. |
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