Dear Seniors, I have been a regular reader of almost all the posts of citehr.com.
I was reading a post by some senior on performance appraisal, and a concern clicked me regarding the appraisal feedback process.
I have worked with various industries, I have found a similar trend almost everywhere that an informal grapevine plays a very strong role in affecting appraisal of an employee. People talk about issues or behavior being faced with the appraisee but no one discusses with the person being affected due to this.
I had started a feedback exercise but felt that most of superiors, even seniors, fail to put across feedback to an employee in a correct manner, no matter with or without data points. This eventually leads to attrition as it gets very difficult for a person to justify his capability when everyone around closes their ears. To be precise, we have found a sales person was not being able to perform due to her personal problems at home, when she started showing a sign of growth it was linked to market improvement than her effort to get the job done.
How can an organisation overcome such perception driven feedback problem.
Will look forward for suggestion.
Best regards
Kriti
I was reading a post by some senior on performance appraisal, and a concern clicked me regarding the appraisal feedback process.
I have worked with various industries, I have found a similar trend almost everywhere that an informal grapevine plays a very strong role in affecting appraisal of an employee. People talk about issues or behavior being faced with the appraisee but no one discusses with the person being affected due to this.
I had started a feedback exercise but felt that most of superiors, even seniors, fail to put across feedback to an employee in a correct manner, no matter with or without data points. This eventually leads to attrition as it gets very difficult for a person to justify his capability when everyone around closes their ears. To be precise, we have found a sales person was not being able to perform due to her personal problems at home, when she started showing a sign of growth it was linked to market improvement than her effort to get the job done.
How can an organisation overcome such perception driven feedback problem.
Will look forward for suggestion.
Best regards
Kriti