Often dreaded by staff, and a time-consuming stressful experience for the line managers conducting them. A bear trap for the (many) people pleasers out there.
So, why does anyone bother? Well, in a surprise to no-one, there are lots of good reasons, but how well does your organisation really deliver on these?
1. Performance feedback. An opportunity to assess the performance of employees and give constructive feedback. By evaluating an employee's strengths and areas for improvement, staff can enhance their skills and abilities, leading to improved performance in the future.
2. Goal setting and alignment. During appraisals, goals and objectives for the upcoming period can be discussed. This process ensures that employees understand what is expected of them and allows managers to align individual goals with organisational objectives. Setting clear goals is proven to increase motivation and productivity.
3. Recognition and rewards. Performance appraisals should involve acknowledgment and recognition of achievements and contributions. This is an opportunity to show appreciation for employees’ hard work and dedication, which can boost morale, job satisfaction, and consequently performance levels.
4. Identifying training and development needs. Any gaps in knowledge, skills, or training that employees may have are uncovered, enabling appropriate training and development programmes to emerge. Closing these gaps not only benefits the company directly, but also improves overall team performance and employee satisfaction by offering opportunities for growth and advancement.
5. Communication and employee engagement. Regular performance appraisals facilitate open and honest communication between managers and employees. It allows employees to express their concerns, share ideas, and provide feedback on their work environment or any challenges they may be facing. This fosters employee engagement, as they feel heard, valued, and involved in the decision-making process.
6. Succession planning and career development. This is so often overlooked, but is strategically crucial. Staff appraisals help identify high-performing employees with potential for growth and advancement within the organisation. Future leaders will be identified, leading to succession strategies.
So okay, perhaps most people don’t like them very much, but we can all agree that, done right, they have enormous value.
I try to meet with, virtually or in person, lots of my business and coaching contacts, and I find this an effective way of keeping up to date with the latest relevant issues. It also helps to ‘ground’ me and encourage me to check in with my own work and approach. Along the way I have lots of discussions about leadership which inevitably entails wildly differing views and opinions.
Out of the proliferation of remote work during and after COVID, a new challenge for organisations has emerged: many important skills are not easily, or cannot be, nurtured through screens. In the traditional office environment, the subtle yet powerful process of learning osmotically plays a critical role. Leaders model behaviours, and employees, often subconsciously, absorb crucial skills such as adaptability, emotional intelligence, and intuitive decision-making. Even resilience can be enhanced through witnessing other people’s coping mechanisms.
Reflecting on what I feel makes a leader truly great, I realise that leadership is generally misunderstood. It should not be about rank or authority;