Dear friends,
Gone through the article. Following are my comments.
Firstly, you can refer my previous comments on the subject:
https://www.citehr.com/9777-need-hel...tml#post890032
I have written in earlier posts also that 360 degree appraisal requires lot of organisational maturity. Have your systems and processes been stabilised 100%?
In fact running the traditional performance appraisal process itself is big task. Have you trained your managers on performance appraisal? It is not just annual rigmarole but tool of organisational development, do they know this? How do you handle grievances that arise out of PA?
To begin with instead of 360 degree performance appraisal, you can initiate 360 degree feedback. If this mechanism works well then you can switch over to 360 degree performance appraisal.
Right now I am consulting assignment on PMS. I find tremendous lacunae even in traditional Performance Appraisal (PA) process. Now suppose if they were to jump to 360 degrees, it would do more harm than good. Therefore, I recommend to tread cautiously. Jargon of 360 degree may catch anyone's imagination, but then ground realities also need to be taken into account.
Ok...
Dinesh V Divekar
Management & Behavioural Training Consultant
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
7855Gone through the article. Following are my comments.
Firstly, you can refer my previous comments on the subject:
https://www.citehr.com/9777-need-hel...tml#post890032
I have written in earlier posts also that 360 degree appraisal requires lot of organisational maturity. Have your systems and processes been stabilised 100%?
In fact running the traditional performance appraisal process itself is big task. Have you trained your managers on performance appraisal? It is not just annual rigmarole but tool of organisational development, do they know this? How do you handle grievances that arise out of PA?
To begin with instead of 360 degree performance appraisal, you can initiate 360 degree feedback. If this mechanism works well then you can switch over to 360 degree performance appraisal.
Right now I am consulting assignment on PMS. I find tremendous lacunae even in traditional Performance Appraisal (PA) process. Now suppose if they were to jump to 360 degrees, it would do more harm than good. Therefore, I recommend to tread cautiously. Jargon of 360 degree may catch anyone's imagination, but then ground realities also need to be taken into account.
Ok...
Dinesh V Divekar
Management & Behavioural Training Consultant
Limit of your words is limit of your world[I][COLOR=#0000BF][COLOR=#FF0000]
From India, Bangalore
Need for Continuous feedback:
If we look at successful organizations, we can easily see that they comprise of capable people who perform well to achieve the organization goals.
Organizations realize the importance of good performance by the employees, for being successful. So they give importance to performance management activities. Performance management starts by setting goals and then reviewing employee performance against these goals. Traditionally, performance was reviewed only once or twice a year. But current day performance management focusses on continuous coaching and development of employees and giving continuous or regular feedback on their performance.
Continuous feedback is feedback that is given by managers to employees, on their performance, on a regular manner instead of waiting till the year end. Continuous feedback will make sure that employees are well appreciated on their good performance, as well as corrective path is initiated much earlier, in case if there are performance slips.
Benefits of continuous feedback:
1. Eliminates problem of recency: One of the main complaints in a yearly performance appraisal is that the managers remember only the past few months of employee performance. So feedback given does not take into account the overall year’s performance. Providing feedback in a regular or continuous fashion will eliminate the problem of recency completely.
2. No surprise elements: Sometimes, employees think that they are performing exceedingly well. But, during performance appraisals, if performance issues are pointed out, it comes as a surprise or shock for them. In case of continuous feedback, the surprise element can be eliminated as employees are given feedback throughout the year.
3. Better probability of meeting organization goals: Continuous feedback and coaching allows managers to understand problem areas, and take corrective path as soon as possible. Also, any changes in the organization goals can be acted upon. So the probability of employees achieving the goals that are set for them is high.
4. Good Motivator: In a continuous feedback, managers recognize or appreciate good performance by employees immediately. This motivates the employees to perform well always to keep earning such accolades.
5. Manager bias can be eliminated: A system of continuous feedback can be open not only for managers, but other relevant people as well. So a skip level manager, a peer or a HR manager can be given rights to provide feedback. Such a system will eliminate manager bias, as views of all concerned people are obtained.
6. Smooth yearly appraisals: When feedback is given continuously, it is much easier for managers to refer to it for completing the yearly appraisals. Also the appraisal meetings are also much easier, as employees would have already been communicated on their performance through-out the year.
Is giving feedback continuously practically possible?
Well the question on top of everyone’s mind will be whether continuous feedback is practically possible. When even once a year or twice a year appraisals seem to be time consuming and difficult to get compliance, would managers have time to review the employees work in a continuous fashion?
Actually, it may not be as difficult as one thinks to provide continuous feedback. When managers and employees are educated on the benefits of continuous feedback, they would be willing to try it. Also if a simple and easy to use software is provided to record the feedback in a simple format, it would enable the managers to do it easily.
From India, Chennai
If we look at successful organizations, we can easily see that they comprise of capable people who perform well to achieve the organization goals.
Organizations realize the importance of good performance by the employees, for being successful. So they give importance to performance management activities. Performance management starts by setting goals and then reviewing employee performance against these goals. Traditionally, performance was reviewed only once or twice a year. But current day performance management focusses on continuous coaching and development of employees and giving continuous or regular feedback on their performance.
Continuous feedback is feedback that is given by managers to employees, on their performance, on a regular manner instead of waiting till the year end. Continuous feedback will make sure that employees are well appreciated on their good performance, as well as corrective path is initiated much earlier, in case if there are performance slips.
Benefits of continuous feedback:
1. Eliminates problem of recency: One of the main complaints in a yearly performance appraisal is that the managers remember only the past few months of employee performance. So feedback given does not take into account the overall year’s performance. Providing feedback in a regular or continuous fashion will eliminate the problem of recency completely.
2. No surprise elements: Sometimes, employees think that they are performing exceedingly well. But, during performance appraisals, if performance issues are pointed out, it comes as a surprise or shock for them. In case of continuous feedback, the surprise element can be eliminated as employees are given feedback throughout the year.
3. Better probability of meeting organization goals: Continuous feedback and coaching allows managers to understand problem areas, and take corrective path as soon as possible. Also, any changes in the organization goals can be acted upon. So the probability of employees achieving the goals that are set for them is high.
4. Good Motivator: In a continuous feedback, managers recognize or appreciate good performance by employees immediately. This motivates the employees to perform well always to keep earning such accolades.
5. Manager bias can be eliminated: A system of continuous feedback can be open not only for managers, but other relevant people as well. So a skip level manager, a peer or a HR manager can be given rights to provide feedback. Such a system will eliminate manager bias, as views of all concerned people are obtained.
6. Smooth yearly appraisals: When feedback is given continuously, it is much easier for managers to refer to it for completing the yearly appraisals. Also the appraisal meetings are also much easier, as employees would have already been communicated on their performance through-out the year.
Is giving feedback continuously practically possible?
Well the question on top of everyone’s mind will be whether continuous feedback is practically possible. When even once a year or twice a year appraisals seem to be time consuming and difficult to get compliance, would managers have time to review the employees work in a continuous fashion?
Actually, it may not be as difficult as one thinks to provide continuous feedback. When managers and employees are educated on the benefits of continuous feedback, they would be willing to try it. Also if a simple and easy to use software is provided to record the feedback in a simple format, it would enable the managers to do it easily.
From India, Chennai
Giving feedback continuously? possible. Receiving and acting on feedback continuously - not practical. Regards,
From India, Mumbai
From India, Mumbai
At the time of performance review of an employee, feedback has to be given and that is not always positive. The feedback has to be honest, even when the employees are reluctant to hear what you have to say. So, as a manager, how constructively you put forward the feedback during the performance review matters to an employee.
Therefore, whether you are offering good comments or criticism, keep these point in mind.
• Deliver your feedback in person: Schedule a meeting for about an hour with your employee and deliver his/her performance review. This will help in keeping it simple and straight.
• Avoid surprises: This is a must! Provide immediate feedback if you see any issue coming up. Address the issue immediately with the employee and do not wait until things turn out to be real bad for both of you.
• Prepare your performance review in writing: Have proofs before you decide your reviews. Write down your thoughts and evaluate to avoid confusions and disputes.
• Verify before you decide: If employee performance is obtained from a third party, then you must verify it to check its accuracy before taking any action. Also, never mention the source of information or put it across intelligently as it may become a reason for conflict among the employees and result on loss of trust.
• Keep performance review professional: Talk only about the employees’ performance and appraisal during the performance review. This means, no personal talks! The discussion should only be around the feedback and future focus.
• Positive and negative-keep a balance: Firstly, acknowledge the employees positive contributions to the organization. Put forth your negative comments neatly and emphasize opportunities for improvement.
• Respect your employee: Speak to your employees with respect. Do not shout or talk with sarcasm.
• Commit only to what you can deliver: Do not make promises to your employees that you cannot fulfill. Speak accurately and mention only the possibilities.
• Don't skip reviewing your best talent: Performance review should be done to both, best and the worst employees of the organization. Do not miss talking to employees who do a good job. It motivates them to keep the good work going.
• Allow your employees to talk: Do not do all the talking. Acknowledge your employees explanation if you do not intend to change the conclusion.
• Be a guide: Give your employees some useful tips to help them improve on the areas of growth and the workplace. Feedback followed by some tips would do well for your employees.
From India, Chennai
Therefore, whether you are offering good comments or criticism, keep these point in mind.
• Deliver your feedback in person: Schedule a meeting for about an hour with your employee and deliver his/her performance review. This will help in keeping it simple and straight.
• Avoid surprises: This is a must! Provide immediate feedback if you see any issue coming up. Address the issue immediately with the employee and do not wait until things turn out to be real bad for both of you.
• Prepare your performance review in writing: Have proofs before you decide your reviews. Write down your thoughts and evaluate to avoid confusions and disputes.
• Verify before you decide: If employee performance is obtained from a third party, then you must verify it to check its accuracy before taking any action. Also, never mention the source of information or put it across intelligently as it may become a reason for conflict among the employees and result on loss of trust.
• Keep performance review professional: Talk only about the employees’ performance and appraisal during the performance review. This means, no personal talks! The discussion should only be around the feedback and future focus.
• Positive and negative-keep a balance: Firstly, acknowledge the employees positive contributions to the organization. Put forth your negative comments neatly and emphasize opportunities for improvement.
• Respect your employee: Speak to your employees with respect. Do not shout or talk with sarcasm.
• Commit only to what you can deliver: Do not make promises to your employees that you cannot fulfill. Speak accurately and mention only the possibilities.
• Don't skip reviewing your best talent: Performance review should be done to both, best and the worst employees of the organization. Do not miss talking to employees who do a good job. It motivates them to keep the good work going.
• Allow your employees to talk: Do not do all the talking. Acknowledge your employees explanation if you do not intend to change the conclusion.
• Be a guide: Give your employees some useful tips to help them improve on the areas of growth and the workplace. Feedback followed by some tips would do well for your employees.
From India, Chennai
Those interested in Change Management please go to Change Management Learning Center - Prosci and you will find good material as well as Free Webinars.
From United Kingdom
From United Kingdom
Adrenalin performance management system helps optimise your process needs to ensure smoother, faster processes. It aligns the workforce to the organisation’s goals and objectives, thus empowering employees to be responsive to business opportunities and deliveries. Employee Performance Management Software, Employee Management System - Adrenalin
From India, Delhi
From India, Delhi
It is important for organizations to implement performance management software/system. Most organizations do use some form of performance appraisal system in their workplace. They use performance appraisal system as a communication tool that bridges the barrier between employees, top level and the management. It is also an integral part of the compensation system. However, a lot of times, appraisal related processes are poorly designed and implemented which is why organizations feel that performance appraisals are not done effectively.
A few signs that performance appraisal system isn't working are described below.
• All employees evaluated on same factors: Evaluating employees of all levels and from different departments on same factors or competencies is not correct. For e.g. A marketing professional and an IT professional will have different factors and competencies to be considered for evaluation.
• Measuring attributes are not well defined: The difference between poor, average and outstanding should be well defined and understood by the employees and the appraiser.
• Inconsistent evaluation among appraisers: The system should prompt the appraiser to give consistent comments and numbers to the individual employees.
• All the employees are rated on an average scale: When all the employees are rated to be average or below average, low performers will never make an attempt to improve and very high performing employees will be demotivated.
• Appraisals are not complete in time: Top levels are always occupied with number of other things that participating in appraisals might just slip out their mind. Reminding them to post their feedback manually is next to impossible and without their comments and ratings, the appraisal process is not complete. Therefore, it is better to have an automated system.
• No slot for employees input: Self-evaluation also holds great value during performance appraisal. If a system does not have a slot for employees input, the process is again incomplete.
• System lacks customization: If the system isn't tailored to an individual employee's position, strengths, weaknesses or career path are not particularly useful.
• Lacks confidentiality: If the system is not programmed to be confidential, the employees will begin to compare themselves to what others do and receive. This creates low morale among the employees and conflicts.
If you come across anyone these signs in your appraisal system, decide to consider a proper performance management system/software.
From India, Chennai
A few signs that performance appraisal system isn't working are described below.
• All employees evaluated on same factors: Evaluating employees of all levels and from different departments on same factors or competencies is not correct. For e.g. A marketing professional and an IT professional will have different factors and competencies to be considered for evaluation.
• Measuring attributes are not well defined: The difference between poor, average and outstanding should be well defined and understood by the employees and the appraiser.
• Inconsistent evaluation among appraisers: The system should prompt the appraiser to give consistent comments and numbers to the individual employees.
• All the employees are rated on an average scale: When all the employees are rated to be average or below average, low performers will never make an attempt to improve and very high performing employees will be demotivated.
• Appraisals are not complete in time: Top levels are always occupied with number of other things that participating in appraisals might just slip out their mind. Reminding them to post their feedback manually is next to impossible and without their comments and ratings, the appraisal process is not complete. Therefore, it is better to have an automated system.
• No slot for employees input: Self-evaluation also holds great value during performance appraisal. If a system does not have a slot for employees input, the process is again incomplete.
• System lacks customization: If the system isn't tailored to an individual employee's position, strengths, weaknesses or career path are not particularly useful.
• Lacks confidentiality: If the system is not programmed to be confidential, the employees will begin to compare themselves to what others do and receive. This creates low morale among the employees and conflicts.
If you come across anyone these signs in your appraisal system, decide to consider a proper performance management system/software.
From India, Chennai
No doubt, the above points are valid but the most important factor that makes any performance management system serve it's purpose is the commitment of the supervising authority to objectivity in evaluating his employees, no matter how perfect it is on paper..
B.Saikumar
HR & IR Advisor
From India, Mumbai
B.Saikumar
HR & IR Advisor
From India, Mumbai
Here is the REAL TIME
About Us:
We are Revolutionary Company with 360 Degree REAL TIME Employee Feedback software.
Bugscore 360 is a web-based software that allows your company's employees to score/rate each other in real-time. These scores are given on a range of attributes that are tailored by you, to your company's values and KPIs.
Our Solution will empower you with the following features
360 degree Employee Scoring Portal >> Real time.
Skill Assessment >> KPI’s tailored to your company
Measure employee performance >> Overall Rating
Identify training needs >> Need analysis
Early Problem identifier >> Real Time Alert System
Identify strength and weakness >> Compare your Resource
Self-Assessment >> Know your strengths and weakness
Invite-based Scoring & Stats >> Create your own survey
Reports /Big data analytics >> Quick decision making
Kind request to kindly have a quick look on corporate video : https://www.youtube.com/watch?v=ySoRRoqq7dU
In details about our software https://www.youtube.com/watch?v=CsirS8FLmsM
Thanks & Regards
Deepak Raj | Managing Director – Business Development
M: +91 9972552800
E:
Bugscore India Pvt. Ltd.
Umiya Business Bay Tower 1,
Level 8, Cessna Business Park,
Marathahalli ORR, Bangalore-560103.
Karnataka –India.
P: +91 80 6757 7722
F: +91 80 7657 7898
w:Bugscore 360
From India, Namakkal
About Us:
We are Revolutionary Company with 360 Degree REAL TIME Employee Feedback software.
Bugscore 360 is a web-based software that allows your company's employees to score/rate each other in real-time. These scores are given on a range of attributes that are tailored by you, to your company's values and KPIs.
Our Solution will empower you with the following features
360 degree Employee Scoring Portal >> Real time.
Skill Assessment >> KPI’s tailored to your company
Measure employee performance >> Overall Rating
Identify training needs >> Need analysis
Early Problem identifier >> Real Time Alert System
Identify strength and weakness >> Compare your Resource
Self-Assessment >> Know your strengths and weakness
Invite-based Scoring & Stats >> Create your own survey
Reports /Big data analytics >> Quick decision making
Kind request to kindly have a quick look on corporate video : https://www.youtube.com/watch?v=ySoRRoqq7dU
In details about our software https://www.youtube.com/watch?v=CsirS8FLmsM
Thanks & Regards
Deepak Raj | Managing Director – Business Development
M: +91 9972552800
E:
Bugscore India Pvt. Ltd.
Umiya Business Bay Tower 1,
Level 8, Cessna Business Park,
Marathahalli ORR, Bangalore-560103.
Karnataka –India.
P: +91 80 6757 7722
F: +91 80 7657 7898
w:Bugscore 360
From India, Namakkal
IN REAM TIME here is the Unique tool
Our Solution will empower you with the following features
360 degree Employee Scoring Portal >> Real time.
Skill Assessment >> KPI’s tailored to your company
Measure employee performance >> Overall Rating
Identify training needs >> Need analysis
Early Problem identifier >> Real Time Alert System
Identify strength and weakness >> Compare your Resource
Self-Assessment >> Know your strengths and weakness
Invite-based Scoring & Stats >> Create your own survey
Reports /Big data analytics >> Quick decision making
Kind request to kindly have a quick look on corporate video : https://www.youtube.com/watch?v=ySoRRoqq7dU
In details about our software https://www.youtube.com/watch?v=CsirS8FLmsM
Thanks & Regards
Deepak Raj | Managing Director – Business Development
M: +91 9972552800
E:
Bugscore India Pvt. Ltd.
Umiya Business Bay Tower 1,
Level 8, Cessna Business Park,
Marathahalli ORR, Bangalore-560103.
Karnataka –India.
P: +91 80 6757 7722
F: +91 80 7657 7898
w:Bugscore 360
From India, Namakkal
Our Solution will empower you with the following features
360 degree Employee Scoring Portal >> Real time.
Skill Assessment >> KPI’s tailored to your company
Measure employee performance >> Overall Rating
Identify training needs >> Need analysis
Early Problem identifier >> Real Time Alert System
Identify strength and weakness >> Compare your Resource
Self-Assessment >> Know your strengths and weakness
Invite-based Scoring & Stats >> Create your own survey
Reports /Big data analytics >> Quick decision making
Kind request to kindly have a quick look on corporate video : https://www.youtube.com/watch?v=ySoRRoqq7dU
In details about our software https://www.youtube.com/watch?v=CsirS8FLmsM
Thanks & Regards
Deepak Raj | Managing Director – Business Development
M: +91 9972552800
E:
Bugscore India Pvt. Ltd.
Umiya Business Bay Tower 1,
Level 8, Cessna Business Park,
Marathahalli ORR, Bangalore-560103.
Karnataka –India.
P: +91 80 6757 7722
F: +91 80 7657 7898
w:Bugscore 360
From India, Namakkal
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