Challenges in Performance Appraisals
Sometimes it's very displeasing that during appraisals, some managers judge their subordinates based on recent experiences. An employee may have performed positively and responsibly in the past but, unfortunately, not maintained the same performance during the appraisal months. As a result, they may be judged based on recent experiences, leading to undeserved appraisals.
Disparities Between Head Office and Branch Employees
Another case is that employees near the Head Office receive better appraisals or increments compared to branch employees. One primary reason could be the daily or weekly one-to-one conversations with their manager.
Setting Fair Incremental Parameters
How should we set incremental parameters based on the work assigned to ensure fair play by the management team? Please guide me.
From India, Lucknow
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Sometimes it's very displeasing that during appraisals, some managers judge their subordinates based on recent experiences. An employee may have performed positively and responsibly in the past but, unfortunately, not maintained the same performance during the appraisal months. As a result, they may be judged based on recent experiences, leading to undeserved appraisals.
Disparities Between Head Office and Branch Employees
Another case is that employees near the Head Office receive better appraisals or increments compared to branch employees. One primary reason could be the daily or weekly one-to-one conversations with their manager.
Setting Fair Incremental Parameters
How should we set incremental parameters based on the work assigned to ensure fair play by the management team? Please guide me.
From India, Lucknow
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Dear Friend,
1. Please design KRAs and KPIs for each category of employees.
2. Ensure your KRAs and KPIs are transparent and easy to understand.
3. Month on month, share their targets versus achievements.
4. If any employee is not performing well, then initiate the PIP (Performance Improvement Plan) process with them.
5. Follow the above process to create a good appraisal system in the organization.
From India, Mumbai
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4291. Please design KRAs and KPIs for each category of employees.
2. Ensure your KRAs and KPIs are transparent and easy to understand.
3. Month on month, share their targets versus achievements.
4. If any employee is not performing well, then initiate the PIP (Performance Improvement Plan) process with them.
5. Follow the above process to create a good appraisal system in the organization.
From India, Mumbai
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Dear Ayush, Recently, there was a good discussion on appraisal wherein I too have given my replies. Click the following link to refer to it: https://www.citehr.com/showthread.php?t=610042.
You have written that "The employee near the Head Office gets better appraisal/increments compared to the branch employees; one of the primary reasons may be the daily/weekly one-to-one conversation with his/her manager." This happens when there is no comprehensive framework available to measure the performance. It also happens when the focus of the measurement is on the people and not on the organization.
I have been giving my replies on PMS for a long time. You may refer to one of my replies using the following link: https://www.citehr.com/609486-reques...ml#post2419083. The link contains further hyperlinks. Please go through all the links patiently and update yourself about the comprehensiveness of the PMS.
Thanks,
Dinesh Divekar
From India, Bangalore
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You have written that "The employee near the Head Office gets better appraisal/increments compared to the branch employees; one of the primary reasons may be the daily/weekly one-to-one conversation with his/her manager." This happens when there is no comprehensive framework available to measure the performance. It also happens when the focus of the measurement is on the people and not on the organization.
I have been giving my replies on PMS for a long time. You may refer to one of my replies using the following link: https://www.citehr.com/609486-reques...ml#post2419083. The link contains further hyperlinks. Please go through all the links patiently and update yourself about the comprehensiveness of the PMS.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Ayush,
The above-mentioned replies are correct. I want to add one more dimension related to openness, involvement of all employees in said PMS, and integrity of the process. This can be developed by awareness and engagement. The honest feedback system can be a tool to deal with it, and based on the feedback, you can make a development plan for the future.
Regards,
From India, Delhi
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The above-mentioned replies are correct. I want to add one more dimension related to openness, involvement of all employees in said PMS, and integrity of the process. This can be developed by awareness and engagement. The honest feedback system can be a tool to deal with it, and based on the feedback, you can make a development plan for the future.
Regards,
From India, Delhi
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