No Routine Annual Performance Appraisals

Performance Management (Appraisals)
Knowledge Center

Best Practices

Sign up

Sey Ojo
Accountant, United Kingdom

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.

  K Ghosh
Business Consultant
 

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!

  Anagha Kumar
HR Consultant, India
 

Performance Assessments Must Be Ongoing

I agree performance assessment is an ongoing activ (...)

  Maurizio Morselli
Teacher, Italy
 

The Annual Performance Review Process: Let the Games Begin!

About the annual performance review games people p (...)

  sergio wojtyszyn
Argentina
 

Performance Appraisal not Only Performance Review

The performance appraisal is a good moment to have (...)

Start a new forum topic

 

More on Performance Management (Appraisals)
Summary
Forum
How to Give Constructive Feedback? Models and Tips
How to Get Employees to Improve? Issues with Feedback
🔥How to Manage Up and Across while Working from Home?
Consider the Job Situation in Appraisals
Appraise the Past, Develop for the Future
Decentralized Performance Appraisals
Performance Appraisal Quotes
Theory of Performance Appraisal?
Bonuses.. what is Fair to All Within Large Corporations
Double Purpose of Employee Appraisals
How Role Clarity and Employee Performance Management can help with Strategic Focus
How to Deal with Very Good Performers?
Mismatch in Performance Appraisals: Actions from Last Year are Rewarded/Punished This Year
Optimize on the Strengths of your Employees
Deloitte’s New Performance Management System
New Performance Appraisal System for Teachers in the Philippines?
Subjectivity in Performance Appraisals
Value System Appraisal
Annual Confidential Report (ACR) Systems
Comparing Appraisals with Examinations
Appraising the What and the How
Feedback Should be Like a Mirror: Neutral
How to Conduct Appraisals in Project Organizations?
The Best Methods of Performance Appraisal System in Government Sector
Tips on Performance Management of Employees
From Business Objectives > Department Deliverables > Employee Objectives > Performance Appraisal
Methods for Evaluation of Employees
Performance Appraisal and Salary Determination
Performance Appraisals are not Fair
The Meanings of Performance Evaluations
Difficulty of Conducting Performance Apprasals in an R&D Organisation
Best Practices
Checklist of 50+ Common Errors in Performance Appraisals
How to Achieve Fair Performance Appraisals?
No Routine Annual Performance Appraisals
Concerns not Previously Discussed During Performance Reviews
How to Deal with Average Performers?
Open Communication? Try Coffee Talks
Wrong Use of Employee Appraisals
Three Types of Performance Appraisals
Obsession with Quantifying Human Performance
Broken Confidentiality of Performance Appraisals
Don't Forget Appraisal Follow-up
How to Deal with Poor Performers and Non Performers?
Conditions for Successful Performance Appraisals
Outcomes of Performance Appraisals
How to Receive Personal Feedback? Tips
How to React When You are Undervalued?
How to Prepare for a Performance Appraisal as Appraiser
Tips for Ensuring Performance Appraisals Hold Up in Court
Appraisal for Future Job?
Avoiding Biases in Performance Appraisals
Disparaging Appraisal Terms
Special Interest Group

Are you interested in Performance Management (Appraisals)? Sign up for free

Notify your students

Copy this into your study materials:

and add a hyperlink to:

Link to this discussion

Copy this HTML code to your web site:

Performance Management (Appraisals)
Knowledge Center



About 12manage | Advertising | Link to us / Cite us | Privacy | Suggestions | Terms of Service
© 2021 12manage - The Executive Fast Track. V15.8 - Last updated: 21-4-2021. All names ™ of their owners.