I love performance appraisals. I hate performance appraisals. These two things actually fit perfectly well together, depending on my role in an organization.
As an employee, I find them tedious, and the feedback feels forced (because let’s face it, it often is forced). As a manager, I hate writing them. I have to fit feedback into grids and categories chosen for the entire company, which may or may not work well with my team. All in all, the process, in most cases, is awful.
As an HR person, I love them. Why? Because I have nice documented evidence of where every employee stands. When it comes time to promote someone, I can pull out these reviews to decide who gets moved up. If I’m ever called into court to testify as to why John Doe got the promotion over Jane Roe, I can pull out these reviews and point to them.
To keep reading, click here: Reimagining Performance Management for 2021 and Beyond