Appraisals.. I thought it time I mentioned…
In thousands of companies around the world its performance review and appraisal time again. That annual ritual where the objectives are often dig out deep from in a draw, the dust blown off, and the one-to-one meeting held to review recent history.
There is something strange about most performance reviews or appraisals, no matter how well you know your boss or team member there is a certain nervousness or anticipation about the whole process. We all know there should be no surprises, but of course that does not mean they don’t happen.
It’s supposed to be about history not the news
An appraisal or performance review is supposed to be a recap of what happened, what was discussed, agreed and actually delivered. Its intention is to be that last revision before exams, to recap on what has happened over the past 12 months. So why for some is it treated more as a news broadcast? The time to tell stuff that has not been discussed before?
Maybe because some people treat performance reviews as a “breaking news” broadcast, than a history revision, that many of us approach this with trepidation, managers and individuals alike, for the “breaking news” can come from either side.
Good Practice in Performance Reviews
The curious thing about doing appraisals well is that it’s easy, Just 5 simple steps
- Agree objectives for the period ahead
- Meet at least monthly, discuss progress & adapt objectives if necessary
- Meet at the midpoint and summarise progress
- Continue monthly meetings
- Meet at end and review (Revise what was discussed
Remember to tream appraisals or performance reviews more like a revision of history, and not a slot on a news broadcast