Do...

  • Split the appraisal into one-third looking at the past and two-thirds looking forward
  • Train all managers and ideally all appraisees
  • Make it a two-way process of communication: encourage feedback that can improve team performance
  • Acknowledge the existence of horns: where one negative attribute can make all others look poor
  • Adopt a set process to ensure impartiality and consistency
  • Follow up

Don't...

  • Cut corners by using an off-the-shelf system
  • Over-complicate or over-lengthen the form filling
  • Try to do too many appraisals in one day, otherwise the people will blur: but do try to appraise a full team within a short period as it helps to set targets that are complementary and help strengthen the team as well as the individual
  • Commit to promises that cannot be delivered: better to deliver a pleasant surprise in the future than a disappointment
  • Railroad the system through, for it is crucial to pause to get buy-in from the appraisee
  • Be blinded by personal attributes: it is important to focus specifically on performance

 

 

Appraisals, dos and don'ts
 
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