Management Mistakes That Make A Poor Appraisal
Line managers are intimately involved in Performance Appraisal systems as it is a key responsibility of their role. Sadly, however, this does not always go well.
Typical responses to a poor Appraisal experience from the employee’s point of view tend to centre around the following issues, all of which can be avoided through solid and careful preparation!
- The line manager does not have the required skills to make the Appraisal worthwhile and valuable. WHY WOULD ANY MANAGER ENTER INTO AN APPRAISAL WITHOUT HAVIN THE SKILLS TO DO THE TASKM IN ACOMPETENT MANNER?
- The line manager does not discriminate between different levels of performance in their team. HOW CAN A MANAGER EVEN BEGIN TO JUSTIFY AN APPROACH LIKE THAT – IF YOU DO NOT KNOW HOW EACH MEMBER OF YOUR TEAM IS FUNCTIONING YOU SHOULD NOT EVEN BE IN A MANAGEMENT JOB!
- The line manager is reluctant to carry out the Appraisal. ARE YOU A HUMAN OR A MOUSE? IT’S YOUR JOB TO DO THIS!
- Line managers are not committed to performance management. IN THIS CASE HOW EXACTLY ARE YOU MAKING JUDGEMENTS ABOUT THE WORK OF YOUR STAFF?
Make sure that YOU do not fall into the traps set out above!
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