No Routine Annual Performance Appraisals
Performance appraisals in my opinion should not be allowed to become a routine annual exercise, but should be used to improve the performances of all levels of staff. They should be carried out in an informal environment
that does not make the appraisee feel he/she is being interviewed or scrutinized. Appraisals can be made fun
, with the supervisor and the supervised benefiting immensely as both parties are able to share a lot which can be transferred into the work place
. Appraisal discussions could be held informally every six or eight weeks
with supervisory note taken by the supervisor.
Periodicity and Purpose of Appraisals
I have been in the automobile industry for over 10 years now. While I agree with most of the views expressed, I do believe that appraisal should not be a tool for salary justification alone. It should be more to take stock of the individual performance level and suitability, besides assessing the training needs.
Having said that, for any systematic and timely performance course correction, wouldn't it be more practical to carry out appraisals every quarter? It might be able to improve performance when ever there is a dip. Why should we wait for the year end process to appraise an employee as to what is wrong with him. Sum total of business output is a continuous process through the year, and it does not wait your yearly appraisals and assessments for any corrective measure! I would be delighted to hear on this, from my learned friends!