This being the exam season and all, it got me thinking of performance appraisals. If we ever dreaded dreadful examinations then performance appraisal is the adult version of it.
We all unanimously hate it, but what would a sustainable performance framework look like?
Did you know that this process has been around for centuries? Ancient China used it to evaluate government officials, and British factories used it in the 18th century to assess workers’ productivity.
Traditionally, performance appraisal has focused solely on evaluating employees’ past performance, often relying on subjective ratings that can be biased and inconsistent. This leaves out important considerations like an employee’s potential for growth and development, which is crucial for both the individual and the organization as a whole.
So, what can we do to make performance appraisal more effective and fair? First, we need to prioritize coaching and continuous feedback. This means regular check-ins between managers and employees to discuss progress, goals, and development opportunities. It also means providing coaching and support for managers to become effective coaches themselves.
Another important aspect is a people-first approach that includes cultural sensitivity, empathy, and investment in learning and growth. This means taking into account the diverse backgrounds and experiences of employees and creating a supportive environment that fosters personal and professional development.
And let’s not forget about well-being! Employee well-being, both mental and physical, should be at the center of any performance framework. This means creating a work culture that supports a healthy work-life balance, provides access to resources and support for mental health, and prioritizes a safe and comfortable work environment.
Finally, technology can also play a role in making performance appraisal more effective and fair as well as making it flexible for todays digital nomads. Using AI and machine learning can help analyze employee data and provide personalized feedback and development plans, reducing bias and increasing consistency.
It suffices to say, performance appraisal is here to stay, and it will keep evolving to fit our changing work environments, employee demographics, equalizing conversations, and the transient climate.
