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SIX STEPS TO PERFORMANCE
APPRAISAL SUCCESS
P RAJAGOPAL TAMPI

1
COPYRIGHT 2011 VALUEMOVES COMPUTING PVT LTD
STEP 1: PREPARATION
Nothing is more important than preparation and performance
planning. I start the year by meticulously ...
STEP 2: TRANSPARENCY
The keys to successful employee performance management, the
avoidance of angst and bitterness is tran...
STEP 3: FAIRNESS
Fairness is more involved and capturing relevant data from internal
systems lies at its core.
I have iden...
STEP 4: COMMUNICATION
Good two-way communication with employees throughout the appraisal cycle is
essential. Give instant ...
STEP 5: HOLISTIC APPROACH TO
PERFORMANCE MANAGEMENT
Performance Appraisal cannot be divorced from performance and
employee...
STEP 6: WALKING THE TALK
I do the appraisal only in a relaxed and very good frame of mind.
Linking of performance to varia...
Simple automated Performance Management
Processes available at:
www.rentanhrprocess.com

8
COPYRIGHT 2011 VALUEMOVES COMPU...
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Six steps for performance appraisal success

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Six steps for performance appraisal success

  1. 1. SIX STEPS TO PERFORMANCE APPRAISAL SUCCESS P RAJAGOPAL TAMPI 1 COPYRIGHT 2011 VALUEMOVES COMPUTING PVT LTD
  2. 2. STEP 1: PREPARATION Nothing is more important than preparation and performance planning. I start the year by meticulously defining the KRAs and KPIs of employees who report to me. “Grappling” sessions follow where there is much discussion and arguments between employees and myself on KPIs and how they should map to ratings, what constitutes outcomes. It is the time to define accurately and unambiguously all planned measures and make them well understood. In these planning sessions, I am fair but have the veto as well. 2 COPYRIGHT 2011 VALUEMOVES COMPUTING PVT LTD
  3. 3. STEP 2: TRANSPARENCY The keys to successful employee performance management, the avoidance of angst and bitterness is transparency and fairness. Organizations can achieve fairness by laying down in advance policies to resolve possible conflicts e.g. what percentage of employees can constitute a rating of “Five”. Benefit only accrues when these policies are effectively communicated at the beginning of the appraisal cycle. 3 COPYRIGHT 2011 VALUEMOVES COMPUTING PVT LTD
  4. 4. STEP 3: FAIRNESS Fairness is more involved and capturing relevant data from internal systems lies at its core. I have identified data that can be extracted from internal systems and also data which is not available or cannot be got from systems. In the latter case I have a plan to obtain them from sources that are neutral and acceptable to all. It is better not to interpret the data. However, if it is unavoidable I keep notes throughout the year which I refer to while conducting appraisals. 4 COPYRIGHT 2011 VALUEMOVES COMPUTING PVT LTD
  5. 5. STEP 4: COMMUNICATION Good two-way communication with employees throughout the appraisal cycle is essential. Give instant feedback rather than wait for the appraisal time to come. This gives a chance for employee to get it right sooner. Giving employees a fair chance is the best policy. I can be erroneous in arriving at conclusions without incontrovertible supporting data since there is unavoidable office politics and the decision of mine is going to make a huge difference to my employees and their families’ lives. Springing surprises at appraisal time speaks badly of me, not the employee being appraised. “No surprises” means constant communication which builds a high performance culture in the Organization. 5 COPYRIGHT 2011 VALUEMOVES COMPUTING PVT LTD
  6. 6. STEP 5: HOLISTIC APPROACH TO PERFORMANCE MANAGEMENT Performance Appraisal cannot be divorced from performance and employee development which brings completeness and selfsufficiency into the Organizational high performance culture. Is the employee equipped with the knowledge and tools necessary for the job description? Employee training and career development plans provide a holistic approach to performance management. They help manage the human factors and emotions which cause angst in Organizations with a high performance culture. 6 COPYRIGHT 2011 VALUEMOVES COMPUTING PVT LTD
  7. 7. STEP 6: WALKING THE TALK I do the appraisal only in a relaxed and very good frame of mind. Linking of performance to variable pay is the expression of the high performance culture. Flexibility in appraisal cycles and exceptions for employees should be very rare and even then then only for justified case-by-case approvals given by an empowered group of senior Managers. A simple automated process for appraisers and employees performed at regular intervals makes appraisals acceptable to all. Your Organization will see the reward in terms of business growth, profitability and reputation very soon. 7 COPYRIGHT 2011 VALUEMOVES COMPUTING PVT LTD
  8. 8. Simple automated Performance Management Processes available at: www.rentanhrprocess.com 8 COPYRIGHT 2011 VALUEMOVES COMPUTING PVT LTD

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