It’s that time again. That time of year that we all dread. Appraisal season.
Managers all over the world will soon start to exhibit the 7 symptoms of PMT –Performance Management Tension.
Anyone in HR will tell you that they’ve got doubts about whether appraisals actually work. Only 8% of companies actually believe they are worth the time and effort we put into them. I’ve yet to meet anyone who tells me they value their appraisal system. The default position seems to be that they have yet to find something better and an annual appraisal is needed for the 2-3% of poor performers they have. Although why you would want to penalize the 98% to get to them is anyone’s guess. The great news is that every week I meet clients who are starting to make changes. It’s not just the hi-tech companies who are scrapping annual objective setting and complicated grading systems and moving towards a more customer centric approach involving techniques such as on-going coaching, team based objectives, peer reviews, etc.
It is not as scary to make the changes as you might think. Maybe this is the year you put your managers out of their annual PMT misery?
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As unpopular as it might be with leaders who often crave certainty, great HR is just ‘messy’. The HR leaders who are having the most impact, who are creating the conditions where people and organisations can thrive in our disrupted world are those who have the courage to avoid the neat solutions and instead offer messy solutions to the challenges we face. In this blog we explore what 'messy' HR looks like in practice.