Dear Friends,
We conduct performance appraisals twice a year: mid-term appraisals in the month of October and final appraisals in April. The appraisals are conducted with the manager and their junior sitting together face-to-face, having a discussion about past performance and future plans of action.
This year, I am facing a dilemma. In the months of June and July, we experienced a high number of internal manager transfers. My concern is how to proceed with conducting the appraisals for the managers who have been transferred. I would appreciate any insights on how other companies handle similar situations.
Please help.
Regards,
Kuntal
From India, Mumbai
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64We conduct performance appraisals twice a year: mid-term appraisals in the month of October and final appraisals in April. The appraisals are conducted with the manager and their junior sitting together face-to-face, having a discussion about past performance and future plans of action.
This year, I am facing a dilemma. In the months of June and July, we experienced a high number of internal manager transfers. My concern is how to proceed with conducting the appraisals for the managers who have been transferred. I would appreciate any insights on how other companies handle similar situations.
Please help.
Regards,
Kuntal
From India, Mumbai
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Dear Kuntal,
Greetings for the day!
It is simple. Why don't you consider applying a 360-degree appraisal? You can easily assess their performance with the input from their subordinates and reporting managers. After that, you can analyze their target achievements. It will become easier for you, I must say.
From India, New Delhi
Acknowledge(0)Amend(0)
Greetings for the day!
It is simple. Why don't you consider applying a 360-degree appraisal? You can easily assess their performance with the input from their subordinates and reporting managers. After that, you can analyze their target achievements. It will become easier for you, I must say.
From India, New Delhi
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Performance Appraisal Form for Manager.doc