Dr StrangeLove: How I learned to stop worrying and love appraisals
•
1 like•748 views
The document discusses why organizations have performance appraisal systems and why they sometimes fail. It notes common reasons for having systems like reviewing work and separating high and low performers, but also reasons for failure like objectives not linking to business priorities and lack of rewards. The document provides recommendations for improving systems, such as ensuring management buy-in, keeping ratings simple, aligning goals with objectives, linking results to rewards, and focusing on development over weaknesses.
More Related Content
What's hot
What's hot (20)
Similar to Dr StrangeLove: How I learned to stop worrying and love appraisals
Similar to Dr StrangeLove: How I learned to stop worrying and love appraisals (20)
Recently uploaded
Recently uploaded (20)
Dr StrangeLove: How I learned to stop worrying and love appraisals
- 1. Dr. Strangelove Or: How I Learned To Stop Worrying And Love Appraisals…
- 2. why do organisations have appraisal systems? “because HR says so” “its ‘best practice’” “reward good behaviour” “review work” “go through the motions” “separate the wheat from the chaff”
- 3. why do appraisal systems sometimes fail?
- 4. > low management buy in
- 5. > objectives not linked to business priorities
- 8. > not linked to rewards or recognition
- 9. > lack of focus on personal development
- 10. > absence of monitoring or standardisation
- 11. > “Sir, I have a plan!”
- 12. 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 it 3. Any scoring or performance rating needs careful consideration and should be kept as simple as possible 4. Individual goals should be aligned to strategic business objectives 5. Link results with rewards – financial and non-financial 6. Move away from the yearly event to quarterly or ongoing 7. Draw on 360º feedback and self-assessment for a more holistic review 8. Create high-quality development plans that focus on building strengths not irrelevant weaknesses 9. 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)
- 13. Images used are from ‘Dr. Strangelove or: How I Learned to Stop Worrying and Love the Bomb’ by Stanley Kubrick (1964)