OPEN IN CASE OF EMERGENCY:1. First, question why do you actually need one...?2. Ensure management buy into it, appreciate the value and know how to use it3. Any scoring or performance rating needs careful consideration and should be kept as simple as possible4. Individual goals should be aligned to strategic business objectives5. Link results with rewards – financial and non-financial6. Move away from the yearly event to quarterly or ongoing7. Draw on 360º feedback and self-assessment for a more holistic review8. Create high-quality development plans that focus on building strengths not irrelevant weaknesses9. Build it internally or use a 3rd party service provider (with employee and manager involvement)10. Remember, the talent does not leave because of an appraisal system (its only as strong as the managers who use it)
Images used are from ‘Dr. Strangelove or: How I Learned to Stop Worrying and Love the Bomb’by Stanley Kubrick (1964)
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