It’s that time of year again – APPRAISAL AND TARGET-SETTING TIME – are we hearing line managers in your business groaning or celebrating?
Organisational and employee growth can be encouraged in the work environment through effective appraisals systems, that praise ‘effort’ not just ‘performance and results’.
The failure of many appraisal systems is that they clearly define the end goal but not the smaller bite-sized steps that are all important to fulfilling that end goal.
How can an appraisal process negatively impact your business?
Well targets that are not reviewed regularly and set in stone at the beginning of the year, determine the journey that your employees will take (especially if linked to some form of reward).
The dilemma begins when the commercial goal changes but the employee’s goal remains static – not only a dilemma for employees (due to a fear of losing valuable rewards) but it means that your employees may not be prepared or willing to change direction, thereby affecting your Company’s ability to flex to these changing needs. More information on appraisals and goal-setting will be covered in our November Newsletter.
In the meantime, with appraisal processes running now and 2014 targets being set – what experiences (good and bad) have you had with appraisal processes? Share them with us so we can learn together.
