“Managers are
uncomfortable when they are put in the position of ‘playing God,’” said Douglas
McGregor who articulated his famous concepts of Theory X and Theory Y. In
management circles, appraisal is a highly interesting and provocative topic.
Every year I have seen HR function investing time &
money training assessor and assesses to ensure the appraisal process has three
components Self Appraisal by Assesses, Quantifiable Performance Metrics and a
Forced Ranking system (A B C) My biggest concern this appraisal season is the
effectiveness of the appraisal process to ensure the utility of the three components.
Lacking which creates lack of trust despite of all the investments. Assessors
see this as another task hanging over them with timelines pressure for
completion and they worry about attrition going up post appraisal. Assessors
worry how they will force fit their people as per their quota. Once this is done,
they worry about explaining same to the assesses. Those managers who are not regular
with their employee feedback face this challenge more. On his part-Assesses see
this as a mundane administrative process which many don’t trust much but they
take it quite seriously knowing it’s linkage to their pay hikes and growth. Many
assesses think the exercise is just a formality as they know their fate has
already been decided.
If done properly Annual Appraisal Process is the bridge
between an Employee's Career Planning and challenges of an Organization. In
fact-Promotions, Job Rotations, Bonus, Salary Hikes, Training &
Developments all are linked to the appraisal.
I have seen few organizations & people abusing the
tools, methods and metrics all the time e.g Self Appraisal sometimes become
annoying part of the process .It does not match with the ratings and feedback.
It’s tricky as how can you be honest without coming off as arrogant, or
shooting yourself in the foot? Many routine tasks become a Improvement Project
when you have same as a target metrics which is more like an eye wash My
concern is that we should not hung up trying to find quantitative metrics to
support every judgment in a performance appraisal. Remember what Albert
Einstein said Everything that counts can be counted and not everything that can
be counted counts.
