V.Raghunathan
Process Industry Consultant / Soft Skill
ACT
Training, Motivational Speaker, Writing,
+1 Other

I came across this beautiful letter from the Principal of a School in the UK to the students studying in Class VI. I thought you would find this relevant for the Appraisal process --

"Dear Students,

Please find enclosed your end of KS2 test results. We are proud of the effort you put in this whole process.

However, we are concerned that these tests do not always assess all of what it is that make each of you special and unique. The people who score these tests do not know that you can play a musical instrument or that you can dance or paint a picture, or sometimes you take care of your little sister after school. They do not know that your friends count on you to be there for them or that your laughter can brighten the dreariest day. They do not know that you can be trustworthy, kind or thoughtful, and that you try, every day, to be your best. The scores you get will tell you something, but they will not tell you everything.

So enjoy your results and be very proud of these but remember there are many ways of being smart."

What a beautiful way of connecting and appreciating! Why not encourage every manager to write a small 3-liner personal note to his team member (the way the Principal wrote) as part of the 360 degree Appraisal?

At Jombay, for the last 3 years, after every appraisal - My co-founder & I have sent a hand-written letter to the families of our team members thanking them for the sacrifices they make when their son/daughter/husband/wife works hard at Jombay. The employees and their families have been thrilled by this gesture.

I think the current feedback process is a bit flawed. At times, the feedback giver is not naturally comfortable to give feedback or at times the feedback taker becomes defensive. We need to change this Cultural Climate around feedback. Writing a small note along with the objective feedback form, would make sure the delicate exercise of feedback is not blunt, unsatisfactory and demoralizing!

So, when you fill a 360 degree survey next time, do write a small note in the comments :)

Read More- https://www.linkedin.com/today/post/...?trk=prof-post
27th August 2014 From India, Pune
Hi
Thank you for sharing that insightful perspective on appraisals and feedback. It highlights the creative possibilities that exist to incorporate a humane approach and a warm human touch.
It also reinforces the reality that appreciation can provide more motivation to employees than any other form of reward.
Great sharing.
27th August 2014 From India, Mumbai
Hi friends,
In general well designed appraisal system formats (360 Degrees included) provide for Performance Assessment on both FUNCTIONAL and BEHAVIOURAL competencies. Apart from a structured approach, the formats do provide columns for some additional information to be shared.
The sad part is seldom this is filled up by the assessor for (alleged?) want of time.
When the Performance report goes to the next stage (review), the reviewer is even busier and invariably concurs with the observations recorded. Often without any further value addition, the reviewer closes the assessment and forwards it to HR for increment and training purposes.
The message above in the opening thread is an eye opener to unearth the hidden talents of the employee that can become useful to the Company / Organization.
V.Raghunathan
26th September 2014 From India
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