A recent conversation with a client who were unhappy with their annual performance appraisal format reminded me of the critical need to review the appraisal process and the form before any thought is given over to how to implement an online performance review system to enable the process to run more efficiently.

The old adage of 'start with the end in mind' is very apt as always in these situations - for example, consider what data you really wish to capture about your employees and how it will benefit them and the organisation in equal measure.

Often very complex forms can be found with organisations that have developed over time or been lifted from a bank of generic forms, with the result that the form and hence process is viewed negatively by line managers and staff alike.

They see the form and process as irrelevant and counter-intuitive to the role and company they work within, and this will invariably lead to them disengaging from the process.

Sometimes, a simple review of the form and process may yield some great insights; depending on the company culture, you may discover that a simple form with a few free-text comments sections is sufficient at this time - no ratings, complex formula or competencies, just an opportunity to record the thoughts of both the individual and their boss.

And if this gets a meaningful conversation going between them about performance, development and career aspirations, then it's a job well done.

John