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Where Traditional Performance Appraisals Fail
Old school performance appraisal is getting older by the day. As we’ve reported in the past, more companies are adopting 360 performance appraisal systems, after they lose confidence in the more traditional models.
Experts are also losing faith. Susan Heathfield has written a number of articles about the challenges HR faces these days. She feels that traditional performance appraisals succeed at the wrong things.
“Sure, they work for straining relationships and making people angry. They contribute to managers going through the motions when many employees want legitimate, helpful developmental feedback,” wrote Heathfield.
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“And, performance appraisals make managers angry and upset when both HR and their reporting employees are harassing them for their performance appraisals because their pay raise depends on their completion.”
She added that embracing a 360 performance appraisal system can give you a more accurate assessment of any employee.
“Provide the opportunity for broader feedback. Use a 360 degree performance feedback system that incorporates feedback from the employee’s peers, customers, and people who may report to him.”
These systems can be implemented quickly and cost-effectively, resulting in less stress and animosity come review time.
If you have any questions about what a 360 performance appraisal system can do for your company, please don’t hesitate to contact us any time.
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