Reviewing The Performance Appraisal System

performance appraisalAre you thinking of reviewing your performance appraisal system? I have recently been contacted by a medium sized professional services business who wants some help in reviewing their performance appraisal system. They currently have a paper based system – and want to keep this – used by around 32 managers (including the Senior Management Team)

The aims of the review are:

• To achieve a more consistent approach to performance appraisal

• To achieve more clarity on why the performance appraisal system is used – what the business wants to achieve from it

• To achieve more ‘buy in’ to the performance appraisal system

I’ve suggested they take a five step approach to the review. If you are thinking of reviewing your system (and looking for somewhere to start) you might find this overview of Step One useful:

PERFORMANCE APPRAISAL SYSTEM REVIEW STEP ONE: RESEARCH AND ENGAGEMENT

1 A) Senior Management Team Interviews

Aims:

• To achieve a clear understanding of the SMT’s expectations of a performance appraisal system

• To evaluate the current performance appraisal system against the identified expectations

• To share best practice

Method:

• Interviews with each of the SMT using a questionnaire sent to the manager before the interview

• Best practice summary sent to the manager before the interview and explored during the discussion

1 B) HR Interviews

Aims:

• To achieve a clear understanding of the businesses expectations of a performance appraisal system from a HR perspective

• To evaluate the current performance appraisal system against the identified expectations

• To share best practice

• To gain an understanding of training needs

Method:

• Interviews with each HR member using a questionnaire sent to them before the interview

• Best practice summary sent to the HR member before the interview and explored during the discussion

1 C) Manager Interviews

Aims:

• To achieve a clear understanding of the managers’ expectations of a performance appraisal system

• To evaluate the current performance appraisal system against the identified expectations

• To share best practice

• To begin the process of engagement with the revamped performance appraisal system

• To gain an understanding of training needs

Method:

• Interviews with each manager using a questionnaire sent to the manager before the interview

• Best practice summary sent to the manager before the interview and explored during the discussion

REVIEWING THE PERFORMANCE APPRAISAL SYSTEM

Clearly this is just the first step in the review process! The four steps that I have suggested should follow are:

Step Two: Presentation of Research Findings and Recommendations

Step Three: Appraisal System Design

Step Four: SMT Briefings / Coaching

Step Five: Manager Training (using a Blended Learning approach)

The point of this article is simply to provide an idea – should you need it! – for where to start

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AppraisalThen why not take a look at my kindle book ‘Learn in Just 10 Minutes…How to Run Motivational Review Meetings’. This book is for managers who want a proven step by step guide to preparing for and running performance appraisal that their staff find highly motivational – and who only have 10 minutes to read it!

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This guide was easy to read, well structured and easy to follow. I think the approach of using steps and points is very helpful; not only does it break up what could be a very long text, but it also makes it easy to go back and find things if you want to check up on something. I particularly liked: the emphasis on motivation; the inclusion of job satisfaction; the approach of drawing in the staff member to the whole process; the idea of sharing performance feedback (Alison – read all reviews on amazon.co.uk)

 

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