Is Performance Appraisal Worth Enough ?
Second only to firing an employee, managers cite performance appraisal as the task they dislike the most. This is understandable given that the process of performance appraisal, as traditionally practiced, is fundamentally flawed. It is incongruent with the values-based, vision-driven, mission-oriented, participative work environments favored by forward thinking organizations today. It smacks of an old fashioned, paternalistic, top down, autocratic mode of management which treats employees as possessions of the company.
The Traditional Performance Appraisal Process
In the conventional performance appraisal or review process, the manager annually writes his opinions of the performance of a reporting staff member on a document supplied by the HR department. In some organizations, the staff member is asked to fill out a self-review to share with the supervisor.
Most of the time, the appraisal reflects what the manager can remember; this is usually the most recent events. Almost always, the appraisal is based on opinions as real performance measurement takes time and follow-up to do well. The documents in use in many organizations also ask the supervisor to make judgments based on concepts and words such as excellent performance (what's that?), exhibits enthusiasm (hmmm, laughs a lot?) and achievement oriented (likes to score?).
Many managers are uncomfortable in the role of judge, so uncomfortable, in fact, that performance appraisals are often months overdue. The HR professional, who manages the appraisal system, finds his most important roles are to develop the form and maintain an employee official file, notify supervisors of due dates, and then nag, nag, nag when the review is long overdue.
Despite the fact that annual raises are often tied to the performance evaluation, managers avoid doing them as long as possible. This results in an unmotivated employee who feels his manager doesn’t care about him enough to facilitate his annual raise.
Employee Performance Appraisal is Painful and It Doesn’t Work
Why is this established process so painful for all participants? The manager is uncomfortable in the judgment seat. He knows he may have to justify his opinions with specific examples when the staff member asks. He lacks skill in providing feedback and often provokes a defensive response from the employee, who may justifiably feel he is under attack. Consequently, managers avoid giving honest feedback which defeats the purpose of the performance appraisal.
In turn, the staff member whose performance is under review often becomes defensive. Whenever his performance is rated as less than the best, or less than the level at which he personally perceives his contribution, the manager is viewed as punitive.
Disagreement about contribution and performance ratings can create a conflict ridden situation that festers for months. Most managers avoid conflict that will undermine work place harmony. In today’s team-oriented work environment, it is also difficult to ask people who work as colleagues, and sometimes even friends, to take on the role of judge and defendant. Further compromising the situation, with salary increases frequently tied to the numerical rating or ranking, the manager knows he is limiting the staff member’s increase if he rates his performance less than outstanding. Organizations can use a common, "one-size-fits-all" form that can be administered quickly and easily. It doesn't cost as much as Management by Objectives approach which has potential for providing objectivity and the perception of fairness. It also doesn't provide objectivity and fairness. It's cheap and it doesn't take a whole lot of time. Or is that really true? In a short-term perspective it is true. A poor system is expensive later. In legal issues, grievances, and the cost of performance problems that are not addressed using a rating system. Inconsistency in reviews and multiple standards. One manager might rate an employee a “7” because he/she doesn't believe anyone deserves a “10” while another manager rates an employee higher than he/she deserves hoping this might boost the employee's confidence and subsequently his/her performance. The criterion for performance is not prioritized. Attendance and positive attitude gets the same weight as the quality and quantity of work and safety. So the employee who shows up every day on time with a smile on his/her face gets an equal or higher rating than the individual who is occasionally late and is more introverted but exceeds all productivity goals. Performance reviews are all about protecting the company from litigation and complying with employment laws and not about evaluating performance for improvements in individual productivity and growing the company's collective talent pool.
Second only to firing an employee, managers cite performance appraisal as the task they dislike the most. This is understandable given that the process of performance appraisal, as traditionally practiced, is fundamentally flawed. It is incongruent with the values-based, vision-driven, mission-oriented, participative work environments favored by forward thinking organizations today. It smacks of an old fashioned, paternalistic, top down, autocratic mode of management which treats employees as possessions of the company.
The Traditional Performance Appraisal Process
In the conventional performance appraisal or review process, the manager annually writes his opinions of the performance of a reporting staff member on a document supplied by the HR department. In some organizations, the staff member is asked to fill out a self-review to share with the supervisor.
Most of the time, the appraisal reflects what the manager can remember; this is usually the most recent events. Almost always, the appraisal is based on opinions as real performance measurement takes time and follow-up to do well. The documents in use in many organizations also ask the supervisor to make judgments based on concepts and words such as excellent performance (what's that?), exhibits enthusiasm (hmmm, laughs a lot?) and achievement oriented (likes to score?).
Many managers are uncomfortable in the role of judge, so uncomfortable, in fact, that performance appraisals are often months overdue. The HR professional, who manages the appraisal system, finds his most important roles are to develop the form and maintain an employee official file, notify supervisors of due dates, and then nag, nag, nag when the review is long overdue.
Despite the fact that annual raises are often tied to the performance evaluation, managers avoid doing them as long as possible. This results in an unmotivated employee who feels his manager doesn’t care about him enough to facilitate his annual raise.
Employee Performance Appraisal is Painful and It Doesn’t Work
Why is this established process so painful for all participants? The manager is uncomfortable in the judgment seat. He knows he may have to justify his opinions with specific examples when the staff member asks. He lacks skill in providing feedback and often provokes a defensive response from the employee, who may justifiably feel he is under attack. Consequently, managers avoid giving honest feedback which defeats the purpose of the performance appraisal.
In turn, the staff member whose performance is under review often becomes defensive. Whenever his performance is rated as less than the best, or less than the level at which he personally perceives his contribution, the manager is viewed as punitive.
Disagreement about contribution and performance ratings can create a conflict ridden situation that festers for months. Most managers avoid conflict that will undermine work place harmony. In today’s team-oriented work environment, it is also difficult to ask people who work as colleagues, and sometimes even friends, to take on the role of judge and defendant. Further compromising the situation, with salary increases frequently tied to the numerical rating or ranking, the manager knows he is limiting the staff member’s increase if he rates his performance less than outstanding. Organizations can use a common, "one-size-fits-all" form that can be administered quickly and easily. It doesn't cost as much as Management by Objectives approach which has potential for providing objectivity and the perception of fairness. It also doesn't provide objectivity and fairness. It's cheap and it doesn't take a whole lot of time. Or is that really true? In a short-term perspective it is true. A poor system is expensive later. In legal issues, grievances, and the cost of performance problems that are not addressed using a rating system. Inconsistency in reviews and multiple standards. One manager might rate an employee a “7” because he/she doesn't believe anyone deserves a “10” while another manager rates an employee higher than he/she deserves hoping this might boost the employee's confidence and subsequently his/her performance. The criterion for performance is not prioritized. Attendance and positive attitude gets the same weight as the quality and quantity of work and safety. So the employee who shows up every day on time with a smile on his/her face gets an equal or higher rating than the individual who is occasionally late and is more introverted but exceeds all productivity goals. Performance reviews are all about protecting the company from litigation and complying with employment laws and not about evaluating performance for improvements in individual productivity and growing the company's collective talent pool.