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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HR had already been making some significant changes over the last few years, and the good news is that all of these changes are likely to stand you in good stead for facing the new post Covid19 world. In this blog we explore what the implications of the crisis could be for HR.
We’d like to offer free membership of the Disruptive HR online club to anyone working in the nhs.uk or any public health service in any country. It’s not much, but we wanted to say thank you for all the amazing work you are doing during #COVID19