Wrong Use of Employee Appraisals


 
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Wrong Use of Employee Appraisals
J. Louw, South Africa

My personal view regarding appraisals is that it has become a penalty tool to fight personnel vendettas and not for the purpose it was designed for. In most cases they are done haphazardly, discouraging and demoralizing employees.
In some cases where a lack or short fall is identified no robust solution is implemented to fill identified needs or gaps.
Hence in such circumstances it does not empower or develop skills and both the employees and the organisation suffer. Top performers opt out and those whose faces are loved or who are easily manipulated remain.
This appraisal tool is a powerful tool, but it can influence a business in both a positive and negative way depending on the way it is applied.
 

 
Performance Appraisals do More Harm Than Good
Donald LaCombe, Consultant, United States
My experience is that Deming was right: performance appraisals do more harm than good. Much of the time what they show is how disconnected management is from the everyday realities of the work.
Given that most organizations feel this is an absolute necessity here are a few issues:
- How often are the stated performance objectives priorities over-ruled by "do this now" actions (fighting alligators versus draining the swamp).
- Are the performance objectives based on process realities or something that someone wants to happen but actually never does.
- Have the employees been coached frequently toward the objectives or is this an annual "leave alone-zap" (see Ken Blanchard) appraisal.
- I worked for a company whose CEO decided to get rid of the non performers or "un-promotables" what happened was everybody worked on getting promoted instead of doing the job. It took the company a decade to recover from that misstep..
 

 











 

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