by Purple Doodles

Created on: July 20, 2009

The essence of a performance appraisal system is about creating an environment for learning and innovation to thrive. It should support the development of the individual in such a way that he is better able to contribute in his role, not just by performing up to what is expected of him but also to move further beyond his prescribed role and in fact contribute to innovation.

The path I have come by makes me wiser; the path I am going to take makes me optimistic should be the experience that every great performance review should leave the employee with.

What are the characteristics of a good developmental review? Here are some of the key sentiments that a good performance appraisal system should address.


Relevance
o Am I being reviewed within the context of what is expected of me?
o Am I being reviewed within the context of my development?
o Do I know clearly what is going to be reviewed?
o
Comprehensiveness
o Was my review comprehensive? Did I have a chance to discuss everything that is important to me?
o Is there a periodic review of even the team goals? Is there a review of my individual contribution to it?
o Are the metrics that are important to me also reviewed.
o
Objectivity
o Was my review objective? Was my manager able to corroborate his observations with specifics and examples?
Frequency
o Do my specific goals and milestones get reviewed periodically?
o Does it happen at least for an hour once in 6 months?
Continuity
o Do I see continuity in the review conversation? Or do they appear to be isolated, fragmented and ad hoc without a common theme running through it?
Macro-focus
o Is the review done in the context of my development as well? Or does it only focus on the metrics?
o Does it encourage me to think about innovations and improvements that will benefit others; and on a larger scale?
Hope
o Does the review give me a sense of where I stand? Where I am headed? Does it make me optimistic about pursuing more learning? Does it reassure me that the direction in which I am going is sensible?


These are the typical questions in the minds of the employees when they regard a performance appraisal system. When a performance appraisal system addresses all of the above sentiments, then the employee will perceive the appraisal system as objective and useful. At the end of the day, every performance appraisal system is bound to be viewed as as subjective. Because it involves human beings and their perceptions. So the best way to handle perceptions about appraisals is to reduce the subjectivity in it rather than aim for total objectivity. Addressing the above sentiments will go a long way in gaining the employees acceptance.

Besides, it will also ensure that the process is a good tool for personal development.

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