If, like most organisations consistently report, both Line Managers and employees are unhappy about the quality (and sometimes quantity) of performance appraisals, then the answer may very well be 'Yes'.
Not unsuprisingly, as with 360 degree appraisals, an online system is not enough - there has to be a good understanding of what the purpose of the performance appraisal is there for, it's essential role within the wider context of performance management, and what fundamental skills are required for a constructive outcome.
Without skilful handling, an appraisee may find that an online system has simply made a unproductive process more efficient!
There have been a number of quick polls in various HR magazines, which highlight how organisations feel that their Line Managers are poor at performance management and appraisals; the effect is recorded on the other side of the coin too, with employees feeling that their Line Managers often fall short of their expectations.
With this in mind, we now regularly complement our online performance appraisal solutions with a new training programme "Conducting Effective Performance Appraisals" - as with the 360 programme, it is a one day programme and marries some essential theory with some tailored role-play.
This fits with our ethos that if you can encourage individuals to have meaningful conversations, be they Line Managers with staff, Directors with the organisation or team members with each other, then ultimately better choices can be made and performance can improve.
John
Not unsuprisingly, as with 360 degree appraisals, an online system is not enough - there has to be a good understanding of what the purpose of the performance appraisal is there for, it's essential role within the wider context of performance management, and what fundamental skills are required for a constructive outcome.
Without skilful handling, an appraisee may find that an online system has simply made a unproductive process more efficient!
There have been a number of quick polls in various HR magazines, which highlight how organisations feel that their Line Managers are poor at performance management and appraisals; the effect is recorded on the other side of the coin too, with employees feeling that their Line Managers often fall short of their expectations.
With this in mind, we now regularly complement our online performance appraisal solutions with a new training programme "Conducting Effective Performance Appraisals" - as with the 360 programme, it is a one day programme and marries some essential theory with some tailored role-play.
This fits with our ethos that if you can encourage individuals to have meaningful conversations, be they Line Managers with staff, Directors with the organisation or team members with each other, then ultimately better choices can be made and performance can improve.
John
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