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Suggest You - Performance Appraisals Must Go
Finding the right job that matches your personal profile and educational qualifications can be an interesting and challenging task. It is an important decision as it influences your financial security as well as your personal growth.What To Look ForWhile searching for a suitable job, you need to be aware of several factors and prepare accordingly.• Assess your key skills and capabilities and form an unbiased opinion of your potential.• Once you have a realistic idea of your qual
2. Appraisals are used for wage increases—This is a problem for many rea
Congratulations! You've finally landed that job interview you've been waiting for. Now the real work begins! Remember, resumes don't get jobs; they merely get you in the door. Here's how to make your resume come alive and make a good impression.Tell Your Story in 60 Seconds or Less. Believe it or not, one of the biggest stumbling blocks for job candidates is what to say when an interviewer opens with: tell me something about yourself. This is not the time to share where you were born, your lo
So why do them? Why do employers continue to inflict so much pain on themselves and their workforce? What are they trying to accomplish?
Employers often think they should do them in order to foster a workplace where employees are held accountable; where good performance is rewarded; and where employees are paid fairly. If these are the goals of performance appraisal, then why does study after study report that no one is happy with this system of evaluating performance? Why is there always tension in the air and acid in the stomach when it is performance appraisal time?
Let’s look at a few of the reasons appraisals exist and see if there may be a better way to achieve these admirable goals.
1. Appraisals correct bad performance—Using an annual or semi-annual meeting with your employee to correct problems that occur during the year is ineffective and unfair. Appraisals cannot correct past problems. If the behavior was done in the past, it cannot be changed because you cannot change what has already occurred. Problems must be addressed as they occur. Waiting for appraisal time to correct the problem is the equivalent to threatening a child with “wait until your father gets home!” Appraisals shouldn’t be a “gotcha” time. If you want to correct bad performance or behavior, then address it immediately either through coaching, counseling or discipline, but not through an appraisal.
2. Appraisals are used for wage increases—This is a problem for many reas
I did exactly what the magazine wanted me to do. I bought it solely for an article featured on the cover. But when I got it home and started searching for the piece I wanted to read, I couldn't find it. The headline drew me in, but hidden behind other features was an article with a different title that sort of, kind of, talked about the topic. I felt cheated.I feel cheated sometimes at work, too. There are people who make claims they can do this or that or boldly state they've already done it. But w
Employers often think they should do them in order to foster a workplace where employees are held accountable; where good performance is rewarded; and where employees are paid fairly. If these are the goals of performance appraisal, then why does study after study report that no one is happy with this system of evaluating performance? Why is there always tension in the air and acid in the stomach when it is performance appraisal time?
Let’s look at a few of the reasons appraisals exist and see if there may be a better way to achieve these admirable goals.
1. Appraisals correct bad performance—Using an annual or semi-annual meeting with your employee to correct problems that occur during the year is ineffective and unfair. Appraisals cannot correct past problems. If the behavior was done in the past, it cannot be changed because you cannot change what has already occurred. Problems must be addressed as they occur. Waiting for appraisal time to correct the problem is the equivalent to threatening a child with “wait until your father gets home!” Appraisals shouldn’t be a “gotcha” time. If you want to correct bad performance or behavior, then address it immediately either through coaching, counseling or discipline, but not through an appraisal.
2. Appraisals are used for wage increases—This is a problem for many rea
If your company has a good product and a hungry market for that product, you’re closer to success than 90% of the rest. But to take that final step, some of the most successful companies in the world have hired a Branding Company to craft their company’s brand image into the sales and loyalty-generating machine it needs to be.How have these successful companies—take your pick from the Fortune 500—found these branding companies? There’s no one-stop resource or fail-safe formula. Fact is, finding one
Let’s look at a few of the reasons appraisals exist and see if there may be a better way to achieve these admirable goals.
1. Appraisals correct bad performance—Using an annual or semi-annual meeting with your employee to correct problems that occur during the year is ineffective and unfair. Appraisals cannot correct past problems. If the behavior was done in the past, it cannot be changed because you cannot change what has already occurred. Problems must be addressed as they occur. Waiting for appraisal time to correct the problem is the equivalent to threatening a child with “wait until your father gets home!” Appraisals shouldn’t be a “gotcha” time. If you want to correct bad performance or behavior, then address it immediately either through coaching, counseling or discipline, but not through an appraisal.
2. Appraisals are used for wage increases—This is a problem for many rea
The decision on whether or not someone will read your brochure is usually decided in the first 5 seconds they look at it. What kind of message are you communicating in that five seconds? Will you make a favorable impression with your prospect? Will you move your prospect closer to the sale?There are really only two key elements that will determine how well your brochure is received by prospects. These two elements will ultimately make the difference in your brochure being a tool that makes you m
2. Appraisals are used for wage increases—This is a problem for many rea
You pay commission for each closed sales to your sales reps. You don't pay any commission to your customer service reps. Perhaps you should. Perhaps it's time to start paying commissions to your customer service reps. Here's why.You know that you need to compensate your top sales performers well. Commission is a big part of their remuneration package. Top sales performers will move on and work elsewhere if they are not competitively compensated for the revenue that they generate for your organizatio
2. Appraisals are used for wage increases—This is a problem for many reasons. First, money clouds the open dialogue between a manager and an employee. While managers are focusing on performance, employees are focusing on how much money this is going to mean in their pocket. Recognizing this as a problem, companies often separate the issues into two discussions held at different times. But this rarely works. Money and not performance remains the overriding issue.
Secondly, using appraisals as a way of differentiating between good and bad performance might have worked when merit budgets were 10% and 12%, but those days are long gone. With merit budgets often averaging 3%, does a 1%, 2%, or even a 3% differential between good and bad performers adequately send a message that recognizes and rewards good performance?
And finally, supervisors are often forced to be dishonest on the appraisals in order to ensure that the employee gets something or to avoid the inevitable confrontation associated with telling an employee that they merited no increase. There are better ways to recognize and reward employees.
3. Appraisals are tools to develop employees—Frankly, when done properly, appraisals can be a good development tool. However, with all the baggage associated with appraisals, there are better ways to develop your people. If employers focus on an employee and discuss his or her strengths, area
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