Almost every company of a certain size (at least all I know) has a process in place, where managers make an appraisal meeting (one-on-one) with each employee. Usually once a year. The employee gets feedback, gets rated, can speak about his ambitions, aspirations, etc. The content gets documented, both parties sign, the document is filed. This sounds familiar to you?
Are you aware of any instance where such a document has been retrieved again for any other reason than preparing the next appraisal meeting? I am not. I asked my leadership team and their answer was no as well.
We calculated the total effort for the company to run this process. It takes us far more than a person year every year.
Isn‘t there a better investment for this significant amount of time? Is it really helpful to get feedback after months? Isn’t it a better learning if we give and take feedback immediately, close to the action?
If a manager is not aware of the qualities and aspirations of his/her employees or the areas where they need help or development, if he/ she is not nurturing his/her ecosystem other than doing appraisal meetings, then this manager is in the wrong place.
To make a long story short: we modified the process. If one party insists on having an appraisal meeting it takes place. If not, both parties make a short written notice about their consent. We trust our leaders to care for and nurture their most valuable resource. And they are doing it because it has become part of our culture.
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Next week‘s post: Job Descriptions.
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