Time to rethink appraisals

Why should performance reviews not evoke dread?

Because they are one-way conversations led by managers

Because they concentrate on strengths and potential growth

Because they are infrequent

Because they require little preparation

What should employees' involvement be in the appraisal process?

Employees should only be involved in formal quarterly reviews

Employees should actively participate, sharing perspectives and aspirations

Employees should be excluded from the process to avoid bias

Employees should not be allowed to sign off their own review

How should learning and development be integrated in the feedback process?

By outsourcing all training to external experts

By requiring employees to dedicate a particular number of hours to training

By requiring employees to resource their own training

By providing support for employees to improve their skills

What role does technology play in enhancing the appraisal process?

Technology is solely focused on quantitative metrics in appraisals

Technology is an unnecessary expense

Technology can make appraisals less frequent and more manual

Technology can provide consistent, frequent and insightful evaluations

Why might the frequency of performance appraisals need to be increased?

To gauge team sentiment through analytics

To maintain a procedural approach

To respond to major organisational shifts

To reduce the one-off workload for managers

What are the overriding principles to take away from this advice?

Performance appraisals are beginning to fall out of fashion

Performance appraisals are currently limited in their ability to bring change

Employees feel appraisals focus only on weaknesses and limitations

Performance appraisals can be improved through adaptability and continuous feedback

The historic top-down approach to appraisals

Reinforces the importance of hierarchy

Is becoming increasingly popular

Does not engender a sense of belonging

Is perceived as being demeaning

Appraisals that concentrate on employees' areas for growth

Allow staff to focus on themselves and not just KPIs

Allow staff to push back on KPIs

Mean staff are less focused on KPIs

Mean you no longer need KPIs

Well conducted appraisals

Can result in more staff promotions

Can improve the manager's popularity

Can aid staff retention

Have resulted in fewer complaints to HR

The more casual nature of the appraisal means they

Are more likely to uncover workplace stressors

Are more likely to encourage friendships within the team

Are more likely to incur employee complaints

Are more likely to fall behind schedule

Time to rethink appraisals

Why should performance reviews not evoke dread?

What should employees' involvement be in the appraisal process?

How should learning and development be integrated in the feedback process?

What role does technology play in enhancing the appraisal process?

Why might the frequency of performance appraisals need to be increased?

What are the overriding principles to take away from this advice?

The historic top-down approach to appraisals

Appraisals that concentrate on employees' areas for growth

Well conducted appraisals

The more casual nature of the appraisal means they

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