A rose is a rose is a rose
Performance appraisals, performance management, 360 degree feedback, annual review and personal rating are some of the names that we have seen used in organisations for the process devised to judge individual performance.
Though the intent behind those constructs is legitimate, it doesn't come without a fair bit of baggage. Most of us have experienced them backfiring more often than fulfilling the very need they were created to fulfil. This session describes 6 ingredients that make a performance appraisal undesirable and why just calling it something else won't change it if the ingredients are still there. A rose is a rose is a rose. The session concludes with a discussion of alternate options (gluten-free and organic you might call them).
Outline/Structure of the Presentation
I plan to use slides for the slides and poll everywhere (or something similar) for sense-making and interaction with audience. The outline is as follows:
- Introduction - 5 minutes
- Why appraisals backfire - 15 minutes
- The intent - 10 minutes
- The alternate - 10 minutes
- Q&A - 5 minutes
The session is intended to help leaders of the organisations, HR professionals and change agents to understand the impacts of performance appraisals that are deep rooted in today's organisation and consider alternates coming from a different foundation.
At the conclusion of the session, the participants should be able to...
- understand the unintended consequences of performance appraisals
- look at/assess a new construct through the lens of 6 ingredients outlined here
- plan alternates that fulfil the intent
Practitioners, Managers, Change Agents, People & Culture (HR)