7 Secrets of Successful Performance Appraisals

1. 7 Secrets of Successful
Performance Appraisals
By: Amrinder Arora
Some Learnings from our Customers

2. Speaker Contact Information
CTO at BizMerlin
aarora@bizmerlin.com
www.bizmerlin.com
Adjunct Faculty at GWU/CS
Algorithms
amrinder@gwu.edu
www.gwu.edu
+1 571 276 8807
© Copyright BizMerlin, 2016 2
Second Edi*on
ISBN: 978-1-63487-073-3

3. About BizMerlin
• Enterprise resource optimization for professional
services organizations
o Basic objective: Help Companies Optimize Resource Management
o Fortune 500 clients in US, Europe, Latin America and Asia Pacific
• Leadership Team
o Leading experts in industry, with 40+ years of experience in design and
innovation of software applications using enterprise and cloud
technologies.
o One of the partners is an adjunct professor at the George Washington
University
o Executive team has published multiple papers in leading international
conferences and journals
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4. Selected Clients
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5. What is Resource Management?
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Resources (IT Professionals, Lawyers, etc.)
Work Units (Projects, Jobs, Cases, etc.)
Allocations and Analytics
Performance Management
Hiring Automation
Skill Matrix
{Your
Context
4 Key Aspects
of Resource
Management
{

6. Secret #1
• Accept that appraisals have a bad reputation!
o Honest discussion by HR somehow stimulates participation
o It preempts things like “Accenture is getting rid of these”
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7. Secret #2
• Do not mix them with compensation (Easy for me to
say it, but also possible)
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8. © Copyright BizMerlin, 2016 8
Secret #3: Making a fun event
that involve the entire
company and mix it with
something like an ice cream
social

9. Secret #4
• Accept that appraisals have a cost associated with
them that relates to the time taken to fill the
appraisal sheet
o “Flexibility” of filling out the appraisal any time over the next two weeks à
People will fill it out in the last 10 minutes with no thought attached to it.
o Having a two hour dedicated time set aside that people have to be there
for anyway, forces them to “go back” and add more details.
o HR reinforces that the time is set aside, for example, by combining it with
an ice cream social.
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10. Secret #5
• Do not override anybody's input because then you
make them believe that their input was not valued
• Do you really “consolidate” inputs, or do you just
“override” with your own?
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11. Secret #6
[Also known as Appraisals Rule #1]
• Take time to design the appraisal and make sure
that tied to the person and their desired area of
growth
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12. Secret #7
• Use goals in conjunction with appraisals. This makes
it more continuous.
• BizMerlin allows you to add goals to an appraisal.
So, when you finish those goals, you are also making
progress on having objective performance
evaluations
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13. That’s all.
• Thank you to all of BizMerlin customers who shared
their wisdom on how to do this right.
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