Now we’re getting into the silly season (following Midsummer Madness) and before the season of mists and mellow fruitfulness descend, my thoughts have been turning to those irritating features of work life that really annoy everyone. The most obvious is that workplace institution that makes so many people cringe: the annual (or semi-annual) appraisal. Has there ever been anything so universally privately detested that has so little positive value and yet it continues to exist in the majority of workplaces? Lucy Kellaway, writing in The Financial Times last week argued that they serve no useful purpose and should be scrapped.
What actually is the point? Appraisals, performance reviews, 360 degree reviews, call them what you will, they waste huge amounts of management time, both in preparation and the time spent in conducting the meeting. More often than not they are carried out badly and cause resentment on both sides: if they’re meant as a communication tool, seeking to inform the employee of the business’s aims and wants they’re a poor method. If intended to motivate employees to greater and greater achievements, they usually fail. Does anyone ever come out of an appraisal feeling genuinely lifted, motivated, inspired or enthused? Or is it just “phew, that’s over for another year”?
So, what is the purpose? Is it to give the impression that the employer is actually communicating with its staff, or even that it cares about them? Or is it to give HR something to do? I’d welcome any comments, especially from people who actually think appraisals serve a useful purpose.
I’d really appreciate your thoughts and feedback on this subject. if you have time, please take part in the poll below. The question is “[polldaddy poll=3501272]”
I look forward to your feedback and before anyone asks, no we’re not doing appraisals at my firm at the moment.
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I like to think they are a valuable way in which to set goals and objectives for employees so they know what’s expected of them, and what success looks like. However, this purpose can only be achieved if the goals and objectives tie in with the overall business plan, and employee job descriptions. So appraisals could be v. valulable, but won’t be unless properly implmented.
An excellent question, Michael. It had me reaching for my bookshelf for the copy of Peter Scholtes “The Leader’s Handbook. In it he lists the following traditional reasons:
1. identifying and responding to outstanding performers
2. creating a basis for pay
3. providing feedback to individual employees
4. giving direction and focus to the workforce
5. identifying career goals
6. identifying education and training needs
7. identifying candidates for promotion
8. identifying candidates for layoff
9. fostering communication between between employees and their supervisors
10. creating a paper trail that will serve as a defence in any legal proceedings
11. conforming to regulatory requirements
12. motivating employees
However, rather than support each of these, he goes on to examine some of the myths behind this thinking and to propose better alternative means of achieving these aims.
Another great book for those who query the value of appraisals is ‘Abolishing Performance Appraisals – why they backfire and what to do instead’ Coens and Jenkins 1-57675-076-0
Glyn & Shireen
Thanks for your responses. My article was slightly tongue in cheek but, even so, I do have a genuine concern that appraisals are more trouble than they are worth. Glyn’s comment highlights that whereas appraisals have the potential to be useful the real problem is that they’re not conducted properly. I’d be interested in knowing more about the alternative methods the other book referred to.