Performance appraisals…few really like them and fewer still are very good at conducting them. It takes a tremendous amount of time to do them well. Time that quite frankly many managers just don’t view as profitably spent. As a result, this long, arduous task is often put on the back burner until the last possible moment and then squeezed in between a docket full of “important” meetings. Consequently, evaluations are often based on what a supervisor thinks (or worse yet, feels), not what he/she observes. Conflict and defensiveness so plague the system that many have advocated tossing out the entire dysfunctional process! Even if appraisals were eliminated, some means of evaluating employee performance must emerge. At its core, an organization’s performance appraisal system is one of its most important strategic managerial activities!
This interactive session will stress the key purposes of a well-designed performance appraisal system and how to overcome the many pitfalls that can undermine the process.
Key purposes of a well-designed performance appraisal system
How to overcome the many pitfalls that can undermine the process
Address the issues of strategic alignment, accountability, motivation and training