WHY MOST EMPLOYEE APPRAISAL SCHEMES ARE RUBBISH AND WHAT YOU CAN DO TO MAKE THEM GREAT AGAIN
I’ve been working in HR for 16 years now (yes I started very young!) and probably my biggest frustration has, and will probably always be APPRAISALS.
Most businesses, especially small businesses feel like they ‘should’ be doing them. So once a year, they whip out the old appraisal form, and staff form an orderly queue to have their appraisal.
Managers/business owners feel like they take up way too much time – the meeting takes at least an hour and then writing up the notes….boring! Not to mention remembering to follow up on objectives 6 months down the line.
Employees try and cram a whole year’s worth of stuff into that hour. They struggle to remember last week let alone what happened 9 months ago, and their objectives are no longer relevant so feel like they have achieved nothing.
Well you aren’t alone. I would estimate that 99% of all small businesses feel the same way. But I am on a mission to change that.
So over the coming few weeks we will be posting guidance on practical things you can do to make sure that performance management actually works in your business.
So for now I am going to leave you with three key questions to have a think about in time for next week’s blog:
- What are the key generic performance issues in your business?
- On a scale of 1 – 10 how committed are you to driving good performance in your business?
- What are you currently doing to manage performance and does it work?
Have a good think about these three points and we will be back next week with more…..
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