Or: How I Learned To Stop

Worrying And Love Appraisals…

Dr. Strangelove

why do organisations have

appraisal systems?

“because HR says so”

“its ‘best practice’”

“reward good behaviour”

“review work”

“go through the motions”

“separate the wheat from the chaff”

why do appraisal systems

sometimes fail?

> low management buy in

> objectives not linked

to business priorities

> unclear rating

> too complicated

> not linked to rewards

or recognition

> lack of focus on

personal development

> absence of monitoring

or standardisation

> “Sir, I have a plan!”

OPEN IN CASE OF EMERGENCY:

1. First, question why do you actually need one...?

2. Ensure management buy into it, appreciate the value and know how to use it

3. Any scoring or performance rating needs careful consideration and should be kept as simple as possible

4. Individual goals should be aligned to strategic business objectives

5. Link results with rewards – financial and non-financial

6. Move away from the yearly event to quarterly or ongoing

7. Draw on 360º feedback and self-assessment for a more holistic review

8. Create high-quality development plans that focus on building strengths not irrelevant weaknesses

9. Build it internally or use a 3rd party service provider (with employee and manager involvement)

10. Remember, the talent does not leave because of an appraisal system (its only as strong as the managers who use it)

Images used are from ‘Dr. Strangelove or: How I Learned to Stop Worrying and Love the Bomb’ by Stanley Kubrick (1964)