Making the most of the appraisal process

With many companies undertaking staff appraisals during the early part of the year, now is an ideal time to review the effectiveness of your appraisal system.

Often, the process consists of running through a checklist of questions and sometimes setting objectives for the next 12 months. The relevant forms are filled in, but in many cases put aside until it's time to start the process again next year.

In a recent study of UK workers, over 34% said they felt that appraisals were a waste of time and did not contribute towards their development.

Most HR professionals accept that appraisals are a good thing - an opportunity for managers and employees to meet and discuss performance, career development and how personal aspirations can be achieved, alongside business goals. It is the environment to review what has gone well, what hasn't, why – and what can be learned for the future.

In some businesses, however, the appraisal process is either not carried out at all, or it becomes an over-complicated “tick-box exercise” that is more about form-filling than the development of people.
Instead of consisting of a list of questions, appraisal meetings are far more productive if they revolve around in-depth, honest conversations. Objectives should be meaningful, with the aim of developing the individual and achieving the business goals. The most effective appraisals are not limited to one annual contact - they include regular reviews.