Performance Appraisals? - Practically, no one Wants to Work in an Organization Like a School System

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June-21-2018 / Ammar Ahmed

Performance appraisals and appraisal forms have gone. They are now old school matters and are universally hated by people.

How many people in your organization like to be part of appraisal and want to hear whether they were perfect last year? - Practically, no one wants to work in an organization like a school system.
The only prevailing concept is linking the salary increase with appraisal scores. If performance appraisal has to be implemented with a true intention, then the only thing to consider is Performance Management System. Now, what is the difference?

Performance Management System is about developing employee and linking to organization's future.
If you want to really implement a proper performance management system which can make your people happy at workplace, you can use following points at a guide:
  • Create a mindset of participation by employee and manager for performance planning.
  • Purpose of job existence has to be defined. You and your subordinate need to sit and define what will happen if this job is cut.

    The outcome of what will happen is the foundation of setting goals for future.

    These goals for future will begin with defining performance standards of this job.

    Performance standards create the minimum criteria for performing the job successfully so that the purpose of job existence (as defined earlier) is fulfilled.
  • Quarterly feedback to employee necessary is in this cycle of performance management system.

    Manager and his subordinate need to know on quarterly basis if the performance standards have been met.
  • Improve or train your employee if performance standards have not been met.

    Two points are necessary in improving performance standards shortfall: One is Counselling (if employee has not performed deliberately and another is Training (if employee needs some tuning after falling short in performance).
  • Set a time frame to review the performance standards after Coaching and Counselling. This process is called Performance Improvement Plan which ranges between 3 - 6 months.
At the end of the year, the final output of 4 quarters has to be compiled which should be used for rewarding employee.

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