FREE online courses on Building A Winning Team - Appraise - Appraise For
Development
Even
if it means using the in-house appraisal form
which pigeon-holes qualities/people, it is practical
to use them, perhaps using the ‘remarks' space at the end to add depth/
insights which may not have emerged. Informal appraisal, a constant process in
organizations, has to be tempered with formal appraisal. At worst, it obviates brutal, dismissive opinions,
like that of the music critic who showed he had more vitriol than compassion in
him when he wrote an ‘appraisal' of a small –town orchestra's performance, for
the local daily: “The Lower-Puddleton-on-Tyne
quartet
played Bach last
evening. Bach lost.” We
wonder if the quartet ever performed again.
Formal
appraisal interviews have major advantages for both appraiser as well as
appraised:
- Adds to long term
perspective view of the person, for career path planning
- Appraises the job as
well as the target/ achievements
- Long, private time-slot
to clarify thoughts/niggles, reflect over the year and see it perspective
- You may gain feedback on
reasons for low performance: may be it's his boss!
You
have to really work at creating the appropriate ambience; don't select a
setting/adopt an approach you, yourself, would hate. It should not resemble a
KGB Interrogation chamber! Don't pontificate:
remember Bertie Wooster's life-long aversion for uptight school Headmasters, who
always made poor Bertie the prime target of criticism.
The 4-stage Learning Cycle (module 4) illustrates the enormous
learning potential of the appraisal interview, a potential you have to tap. Try to gauge which
stage(s) need attention. It can be a valuable developmental tip for his boss, to
try and enrich the person's work by exposing him to situations that will enhance
this area.
Everything you write down should
be shown to the appraised: it will
avoid needless apprehensions and suspicions that will affect his performance.
Sum up in an objective, friendly manner, and
mutually decide to implement various decisions, based on agreed findings, to
improve in certain areas and to look forward to the
next cycle of growth and evolution.
QUESTIONS:
1.
Bring out the significance of appraisal in staff development by means of
a comprehensive case study.
2.
What are the real advantages of appraisal in hard, practical terms for
both appraiser as well the appraised? How would you do an appraisal in your own
department?
