Here's how to get the most impact out of employee evaluations
By Daniel Schroeder, for SBT
Question: It's the time of year I dread the most-performance appraisal time. We trot out the same tired old form, go through the motions and try to convince the employees that it's a really worthwhile experience for them. Who are we trying to kid? Everyone knows it's just a bunch of paper shuffling. I almost feel embarrassed to sit down and go through these meetings with my people. Plus, I know I'm not the only manager who feels this way. How can I start doing some real performance management?
Rest assured that you are not alone. This is one topic that most managers can agree on-performance appraisal is much disparaged and not much appreciated. Perhaps that is because it is, indeed, a waste of everyone's time. Or, perhaps it is because that, as it is typically practiced, it does not reach its full impact. In my experience, while the former opinion may have many adherents, it is the latter opinion that holds the most credence.
The reasons for this are several. For starters, many managers have had no training in the do's and don'ts of performance appraisal. Absent sufficient familiarity with effective performance appraisal techniques, untrained raters are prone to making a number of appraisal errors. These include: