Performance Appraisals
~ June 29th, 2010- Give employees feedback during performance appraisals
- Improve overall performance
- Identify employee training needs
- Opportunity for organizational diagnosis and development
- Set future goals during performance appraisals
What are performance appraisals?
Performance appraisals are a process by which the job performance of an employee is evaluated (usually in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. performance appraisals are part of guiding and managing career development.
The most significant benefit of appraisal is that, in the rush and bustle of daily working life, it offers a rare chance for a supervisor and subordinate to have “time out” for a one-on-one discussion of important work issues that might not otherwise be addressed. They are often tied to pay-for-performance and help to determine the compensation for employees.
Downside to performance appraisals
Performance appraisals are a fixture of the modern workplace. There’s a growing movement to supplement them with continuous feedback throughout the year — or even to eliminate them entirely. Here’s why:
- Expensive and inefficient. Performance appraisals are a costly, slow, batch process that can only happen once or twice a year because of the enormous time and cost involved.
- Too infrequent to improve performance. Getting feedback at annual performance appraisals doesn’t help employees actually improve performance. Their infrequency results in having to tackle large course corrections instead of small re-alignments.
- Focused on the past, not the future. Annual performance appraisals focus on feedback from the last twelve months and how it impacts compensation. Employees need feedforward — or future looking advice — in order to improve.
- Suffers from the recency effect. Managers only report on the last few months of work that they can remember, not the full picture of the last year.
Rypple: better than performance appraisals
- Constant communication. Rypple provides a simple way to continuous communication.
- Tracking actions. Using the tracking and reporting aspect of Rypple allows managers and employees to easily keep track of actions and tasks completed throughout the year.
- Collaboration. Making actions public allows managers to see what the team is working on. This makes it easy when it comes time for a review.
- Coaching and mentoring. Coaching and mentoring with Rypple allows managers and employees to communicate easily. Have no surprises on a performance appraisals – give feedback when needed – don’t batch up what you want to say.
- Rapid 360 feedback. Managers and employees are able to get anonymous feedback from everyone around them using Rypple’s Peer Review feature.
- Improve. Rypple makes it easier for peers to uncover their blind spots and improve on what they are already great at with meaningful feedback from colleagues.
Get Started with Rypple
Rypple is easy: communicate, track and record for easier performance appraisals. Rypple is a simple way to improve faster in your business with ongoing performance appraisals. Join leading business thinkers like Marshall Goldsmith, Steven Miles and Don Tapscott. Sign up for Rypple today.
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