Sara El Kareh
Are you still evaluating your annual performance? If yes, do you think it’s the right thing to do? Let’s see what Dr. John Sullivan, who wrote “The Top 50 Problems with Performance Appraisals” article, had to say about performance appraisals:
- The reviews we make are actually very personal. Their results are not so determinate. SO instead of being evaluated based on quality, volume, awareness and mainly value, they focus on personal traits.
- Poor performance reviews get no penalty. In fact, companies’ concerns are to complete the evaluations, instead of focusing on their quality. For example, a company who was planning to fire a difficult employee, discovered that, based on evaluating his personal files, he could have been the employee of the year.
- Unfortunately, and since all they want is to complete the reviews, managers use feedbacks given from previous years, and do not work hard enough on giving the right evaluation on a yearly basis.
According to what you have read above, think about all your managers’ challenges in this process, and think about the future of performance appraisals in companies. Do you think it will still be adopted in the coming years?