Appraisals suck!

something to look forward to?

OK here goes - it's heresy to say this, I know. But appraisal processes generally suck. Almost all people see the process (as opposed to the underlying content and objectives) as laborious and feel a sense of loathing as the time comes for what is usually HR-led process adherence to hang around peoples necks like a yoke; as the naughty step beckons for those who don't measure up.

Just saying it feels better already!

Appraisal processes almost always feel as though they are a rigid generic tick-box exercise that neither sits well with the prevailing culture and ways of working of an organisation - let alone giving each individual some freeedom to engage in the underlying processes of communication, feedback, goal setting, performance management, development etc etc.

This post is not about HR-bashing. Absolutely not. A great people team, woven into the culture and being of a business is central to its success. I fervently believe good people are at the heart of almost all businesses. I value and promote a culture where people can work together, and have a sense of value and achievement whilst being supported to improve and develop.

The challenge for a business is to give people the freedom to make sure that all of this happens. Accepting that all people are different and all managers will have their own styles to achieve these goals. The only thing that is not negotiable is that it does happen.... enter the appraisal process...

And therein lies the issue. Compliance becomes an onerous form-filling process-led thing rather than a chance to meaningfully, constructively and constantly engage with your teams or your leaders to make a real difference.

Now the best people simple get on and tick the boxes whilst doing the people stuff their own way, in their own style - because that's what they do best and thats what makes them effective leaders of people. But, I hear you say disregarding a process causes untold issues in the application of HR process and even employment law. It's there to keep us doing stuff properly - yes I know.

So maybe we can find some way to ensure that we can do the right things and allow our leaders to lead, in their own style, but without the energy-sapping, one-size-fits-all, tick-box process approach. After all, when it comes to guiding, coaching, mentoring, developing ... well...it's less of a process and more of a continuum woven into the jobs of leaders at all levels..

Gauntlet thrown down.