Presented by: Fatima Babar

Ways to Modernize Performance Management and Appraisal

Changing times
Companies moving towards a radical change in their
performance appraisals.
performance management and appraisal still has
both feet firmly planted in a manufacturing and
production mindset.
shifts that are necessary to modernize and update
how we manage performance.

1. Negotiating Goals and Objectives

No longer does it make sense for goals and

objectives to be dictated by the manager.

Employees already know something about their
performance, strengths and weaknesses.

2. Job Descriptions Recognized As Poor Source

For Employee Goals

often outdated by the time they are on paper.

Focus should be on employees specific strengths
and weaknesses.
Complex jobs.

3.Individualizing Expectations Even For

Employees "Doing The Same Job"

Old notion- staff in the same position expected to do

the same things.

New workplace- everybody ends up doing somewhat
different things within his job.
Unique contributions must be evaluated and
rewarded.

4. Employee Engagement Can Be Fostered

Through Proper Management of Performance

Each individual wants to make a difference.

Performance Management helps employees

understand how their jobs fit in the whole.

Reliance on rating forms for evaluation is a waste,
and tends to squash employee engagement.

5.Putting To Bed The Myth Of

Objectivity

No evaluations or employee reviews are objective.

What is important is setting agreed upon goals and
objectives, establishing key indicators, and then
working with the employee so there is common
understanding of goals, and agreement on how to
measure them.
Negotiated Approach

6. Realizing Rating Employees Is A

Convenience, Not A Way Of Improving
Performance

Companies need to move past the demoralizing

tools.
The essence is in the ongoing year long
communication.

7. The Past Is Over. The Purpose Of

Reviews Is Improvement

Move the purpose of performance reviews away from

"evaluating" the past, and to improving success in
the future.
Development Planning- THE most important part of
performace appraisal.

8. Employee Performance Is Not

Always Under Their Control

While individuals do control some aspects of their job

performances, much more of what employees do is
dictated and influenced by the environments they
work in.
one has to look at the larger system to improve
performance.

9. Human Resource Departments Need To

Enable Managers, Not Insist On Conformity

Enable managers by providing them with adequate

tools.
Train them on having effective conversations with
employees.

10. Enable Employees To Become Partners In

Managing And Improving Their Own Performance

Employees need to be given performace appraisal training,

just like managers.

Train them to become active participants.
Employees need to realize that performance reviews are not
done to them- it is a chance for them to partner with their
managers.