It is performance appraisal time... and boy do I not enjoy it! Now there is always the uncomfortableness (yes, that is now a word) with the difficult conversations but that is not what I dislike about it. I find that our system puts a lot of weight on the 'score' that the individuals get irrespective of the corresponding word picture that describes the mark. Now the reason that the score matters is that the performance appraisal is the sole input to the promotion system, which is given the first allocation of ranking (hence if you aren't above the cutoff mark... no further consideration). So a tool that is meant to be a meaningful management tool becomes the hinge to an individuals career where they are assessed on a score (which ends up being a long way from a normal distribution) which isn't related to technical mastery...
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