This was a key question at a recent networking event and forum, where the desire was to find a new way to implement performance appraisals and performance management in a way that was productive and engaging.
We often find that when talking to clients about another area of our expertise, namely, 360 degree feedback, that this question of ‘Why are we doing this?’ is more readily discussed and easier to identify.
This is because the concept of conducting a 360 degree feedback process is a conscious decision for the organisation; it might support a leadership development programme or be part of an assesssment centre initiative – in any case, it is evaluated with a specific purpose in mind.
However, when it comes to performance appraisals, this conversation doesn’t always happen, because there are just accepted as ‘something we have to do’.
As a consequence, it can become easy to focus on the process and the detail of performance appraisals, without really considering what you hope to achieve with them.
Once there is a clear understanding of what you truly want performance management and appraisals to acheive within the business, ideas as to how you can make them productive and engaging become much easier.