Comments on: Fun Appraisals https://www.evilhrlady.org/2008/04/fun-appraisals.html Everything to make HR better Wed, 07 May 2008 18:45:00 +0000 hourly 1 https://wordpress.org/?v=7.0 By: Roma Ahuja https://www.evilhrlady.org/2008/04/fun-appraisals.html#comment-2177 Wed, 07 May 2008 18:45:00 +0000 http://localhost/wordpress/2008/04/fun-appraisals.html#comment-2177 Performance Appraisals are not Fun Related.This is Serious Business, defining the future of a person and deals with self esteems levels of a person.An Appraisal System needs to be fair and should empower the person to perform better in the new role or do his current job better.

I am sure Fun Appraisals can be best defined as Manipulative and fails ethics of a performance based system. Any Appraisal System with a result impacting a greater than 2 year period would have a high skew towards a judgement process and would result in an unhealthy work environment .

Roma Ahuja,Resources-india

]]> By: HR Wench https://www.evilhrlady.org/2008/04/fun-appraisals.html#comment-2176 Sun, 20 Apr 2008 04:29:00 +0000 http://localhost/wordpress/2008/04/fun-appraisals.html#comment-2176 D.F.: Brilliant as usual!

]]> By: Dave Ferguson https://www.evilhrlady.org/2008/04/fun-appraisals.html#comment-2175 Sun, 20 Apr 2008 03:28:00 +0000 http://localhost/wordpress/2008/04/fun-appraisals.html#comment-2175 I’m not an HR person either, but I’ve seen the collateral damage from similar management seizures.

If you don’t have a good match between goals and individual responsibilities, if your priorities shift, if you have managers who can’t compare performance to goals, if you have managers who can’t provide timely, accurate, constructive feedback (and “timely” doesn’t mean “in time for the annual performance review deadline”) — in other words, if the organization doesn’t know what performance is, nor how to review it — then the Second Coming of Peter Drucker isn’t going to give you a good performance review system, and no escapee from a Tony Robbins seminar is going to be able to make it “fun.”

It doesn’t take much for those whose performance gets reviewed to suspect the system is rigged, arbitrary, or a liturgical rite intended to explain why the stellar people got 4.5% and the cubicle potatoes got 3.0.

Why exacerbate that mistrust when you can treat people as adults?

]]> By: Evil HR Lady https://www.evilhrlady.org/2008/04/fun-appraisals.html#comment-2174 Sat, 19 Apr 2008 13:27:00 +0000 http://localhost/wordpress/2008/04/fun-appraisals.html#comment-2174 Dan,

I bow to your greatness. That is a fabulous list.

And class-factotum has a great addition.

Ahh, how I love my readers.

]]> By: class-factotum https://www.evilhrlady.org/2008/04/fun-appraisals.html#comment-2173 Sat, 19 Apr 2008 12:54:00 +0000 http://localhost/wordpress/2008/04/fun-appraisals.html#comment-2173 Dan, you forgot, “Say that employees in certain deparments (ie, Legal) are ineligible from ever getting the highest rating.”

]]> By: Dan McCarthy https://www.evilhrlady.org/2008/04/fun-appraisals.html#comment-2172 Sat, 19 Apr 2008 11:02:00 +0000 http://localhost/wordpress/2008/04/fun-appraisals.html#comment-2172 I think performance appraisals are already fun. Some of my other fun hobbies include root canals, going to funerals, annual physicals, long staff meetings, downsizing, watching those commercials in movie theaters, and malaria.
But here’s 10 ways to make them even funner:
1.Do them QUARTERLY
2.Make the form longer
3.Insist everything be measurable
4.Do a forced distribution of ratings
5.Do them all at once within a few days
6.Conduct an adverse impact analysis
7.Invite the EEOC in for an audit
8.Automate the process with SAP
9.Form a committee on how to improve them
10. Implement a multi-rater process – more fun for everyone!

]]> By: Andres https://www.evilhrlady.org/2008/04/fun-appraisals.html#comment-2171 Fri, 18 Apr 2008 21:48:00 +0000 http://localhost/wordpress/2008/04/fun-appraisals.html#comment-2171 The owners request was actually a mini appraisal itself. What the owner basically said was, “the appraisal process sucks – make it not suck”.

That’s good feedback!

What the HR Pro does with the feedback will show the owner if HR can add-value on it’s own, or if Human Resources is really just fancy-talk for ‘secretary’.

]]> By: Anonymous https://www.evilhrlady.org/2008/04/fun-appraisals.html#comment-2170 Fri, 18 Apr 2008 17:52:00 +0000 http://localhost/wordpress/2008/04/fun-appraisals.html#comment-2170 I am a HR professional and I have been told that my employees did have ‘fun’ while going through their review. I think the goal is to make them ‘less horrible’. I start reviews with some questions that help generate a conversation about how the employee feels about their performance, comfort level with their position, general office concerns, feedback for me, feedback for their supervisors, swapping ideas about the team. Just catching up with an employee and seeing how things are going is a wealth of information for me because HR is usually the last to know. I think starting the review with that and then carrying that type of ‘conversation’ feeling in to the actual review can make the process a little more fun.

]]> By: HR Wench https://www.evilhrlady.org/2008/04/fun-appraisals.html#comment-2169 Thu, 17 Apr 2008 18:41:00 +0000 http://localhost/wordpress/2008/04/fun-appraisals.html#comment-2169 I think Teri nailed it. We don’t know the original poster’s boss or organization and what things are like around there. “Fun” could mean a lot of things.

The first thing that came to my mind, however, is that this may be a case of treating a symptom and not a cause of the organization’s weaknesses (whatever those may be). A lot of times execs want HR to change the culture of an organization while they themselves offer zero support (and in fact literally do the opposite of what needs to be done to make the change).

For example: if you want performance reviews to be fun that is great but let’s make sure we are speaking the same language first. What is “not fun” to you when you give your direct reports their reviews? Oh you’re not giving them reviews and you never have? You don’t intend to ever do so? Oh. Ok. I don’t see this working without your support in giving your own troops reviews. What’s that? Oh, you ARE supporting me by giving me this assignment. I see. My bad.

So HR goes along it’s merry way and tries to make perf reviews fun. It fails. Why? No exec support (and sometimes, intended or not, exec sabotage). And then HR gets blamed for the failure of the program.

ARRRRGGGGGGHHHHHHHH

]]> By: Anonymous https://www.evilhrlady.org/2008/04/fun-appraisals.html#comment-2168 Thu, 17 Apr 2008 17:06:00 +0000 http://localhost/wordpress/2008/04/fun-appraisals.html#comment-2168 “Maybe next we can work on making pap smears and mammograms fun.”

And HR people…

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