Traditionally, worker appraisals occur once a year and they involve personnel and their managers. However, there are new, potentially more effective approaches to this task. For example, a rising number of organisations are taking advantage of 360 degree feedback. This more inclusive and wide-reaching approach may be welcomed by both bosses and employees.
Highlighting the potential pitfalls of more old-fashioned appraisals, recruitment consultancy Badenoch and Clark recently released the findings of a survey that revealed one in three office workers feel the procedures are a waste of time and do not contribute to their personal career development.
This is despite the fact that 37 per cent of the 1,000 employees polled spend at least seven hours each year on appraisals, while one in 20 spend 15 hours discussing their performance.
Responding to the findings, Badenoch & Clark managing director Nicola Linkleter suggested that the process was often too formal and infrequent. She remarked: “Many organisations adopt a once-a-year approach towards appraisals.”
She added: “Dedicating time to appraisals is only beneficial for organisations and individuals if they are effective in identifying and developing talent in return.”
Meanwhile, speaking to HR magazine, HR director at River Island Karen Beaven said: “Deciding on whether appraisals are a good idea or not depends on what key stakeholders want to get out of it. It’s up to HR directors to get to the root of that question before deciding on a process and ensuring that the message is communicated at all levels.”
The expert added that the most successful processes are those that are clearly aligned with commercial business goals and individual targets, often supported by some form of personal development plan.
These days, it is straightforward for organisations to source help with their appraisal systems in a bid to ensure they are effective. For example, managers can make use of 360 degree feed back systems.