Conditions for Successful Performance Appraisals

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Conditions for Successful Performance Appraisals
zahra gheidar, Consultant, Iran

Performance appraisals are a vital action in HR systems. But it will not be a successful program, unless we teach employees to ask the following questions from themselves: What things they want from their work, their family, society and selves.
In fact, without motivation and suitable feedback and empathy even the best performance appraisals will not be able to create a successful organization.

Conditions for Good Performance Appraisals: 3 Ts
Pat Hannon, Lecturer, Ireland
In order to conduct effective PA the following are essential to create an ambiance resulting in a positive experience for the employee, employer and the organisation as a whole.
Timing, Trust, Tolerance.

Performance Appraisal (PA) Conditions
Hor Kam Peng, Business Consultant, Malaysia
Too many PAs are just another annual exercise. Those who did well during the year tend to look forward to their PA. So the head of the department would need to manage their high expectations at one end. And perhaps less driven and motivated employees at the other end.
Because of that, for a positive experience for both appraiser and appraise, there should be trust and openness, realistic goals, appreciation of organization's economics and opportunities.

Conditions for Successful Performance Appraisal
Paul Thompson, Teacher, Jamaica
In order to have a successful performance appraisal, the appraiser should be honest about what is stated about the appraise. The appraiser should not make comments or evaluation based on past evaluation, but should be focused on what transpired in the period under review.
At the same time, the appraiser should not use the exercise as an opportunity to settle score or hurt the appraise.
The appraise, on the other hand, should be open to learn and to grow from the exercise so that there can be evidence of development over time. The appraise should be willing to accept and realistic that there are areas of his or her performance which may come under severe or not so favorable rating.
The appraisal exercise also needs to be conducted in a non-threatening manner, so that the appraise does not feel that it is an attempt to 'get' him or her.

Performance Management Success Factors
Bernie Althofer, Consultant, Australia
Some organisations will have a well documented performance management policy and procedures that may be successful or not, depending on many factors, including: training, culture, reward and punishment systems, focus of the organisation, linkage of the system to other systems and processes and even whether or not there is top down leadership on the issue.
If managers and workers perceive that no great importance is attached to performance management, they will apply that same belief. In addition, if they perceive that communication and conversations are too time consuming, they may agitate for a 'tick and flick' approach that eliminates the need for ongoing or periodic discussions. The system becomes a 'once a year' task that is completed to meet compliance with little thought given to the benefits of performance management and appraisal.


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