There is palpable excitement in corporate circles because social media recently reported the experiments a few companies carried out to eliminate performance appraisals. The trouble is that the idea is still in its embryonic stag and no concrete (or wide-ranging) results are there to assess. At this stage, or we will find ourselves with much egg on our faces.
First, you just cannot go about ‘adopting best practices’ because each industry and company is very different (and in a different stage of its lifecycle). Take flexi hours as an example: although many companies do offer this facility, it cannot be applied across the board (think airlines, hospitals, factories and restaurants).
As an employee, manager and custodian of the system, i can truly say on one looks forward to appraisal time. So what can you do until the next big idea comes along? Simple; review your existing system by asking the following questions:
1. What is the purpose of my appraisal system and how does the current process help me achieve that end? Is it a legacy to be dealt with or do you do regular upgrades? Is it paper-based or online? What is the general consensus around the process – Fair? Unfair? Couldn’t care less?
2. Is it cumbersome to administer? Simplicity must be the cornerstone of an efficient system. Are the forms simple and easy way to complete? Is the number of reviewers minimal and relevant? Is the timeline manageable?
3. How is it linked to the overall Performance Management System of my company? In terms of ‘purpose’, does it drive and reward appropriate behaviours and results? Does it lead to meaningful and equitable rewards? Does it link to your Talent Management policies?
There are only some of the questions you need to ask yourself about the appraisal process, but it is imperative that you keep in mind your company’s culture and ethos. For instance, larger organisations may you habeas the resources to institute online appraisal system, but, they will still need to take into account those employees who are not computer-proficient.
At the end of the day, how you administer performance appraisals depends on your philosophy of how your workforce should be treated.
By Leon Menezes. The writer is professor-of-practice at the IBA-Karachi, a senior HR practitioner and and executive coach.