Go Appraisal 7: How do the Organization and You grow with right Performance Appraisal ?

TechnoparkToday.com>> July 25, 2014:  Sheeba is a smart computer Engineer working in a leading IT Company. She, being a very enthusiastic engineer, works systematically and completes all projects on time. The peer group, the team leader and the Manager are very happy and comfortable with Sheeba. Franklin, the Manager did the Performance Appraisal of Sheeba, fairly well. Just after the correct evaluation of the excellent Performance appraisal of the Manager and the 360-degree appraisal, Sheeba was promoted.

Franklin motivated the other team members of Sheeba and suggested for certain improvements on self-awareness and to work out SWOT analysis and instigated them to get ready for promotion in the next chance. Sheeba thanked all her peer group members and aroused them to be focused on the goals, values and ethics of the Organisation with great motivation to go ahead and to be successful in life and work. Sheeba managed to create a second line leadership and trained her peer group members to lead the work in her absence. At the same time, she observed the work of a team leader and learnt herself and prepared herself to be seated in the promoted position. All the team members were happy on the policy, the right attitude and transparency of the Company in promoting the most eligible candidate.

Vineetha is another Computer engineer working in different IT Company. Her interpersonal relations are very good and all the peer group members and Manager like her. But she was not very good at her works. On the self- appraisal of Vineetha, the appraisal of Manager and 360-degree appraisal, she was promoted. Unfortunately, Vineetha could not cope up with the new post and pressure associated with the new responsibilities. Her team members, and peer group, who are also eligible engineers started realizing her incapability, and eventually became unhappy and dissatisfied. Some of them were transferred to a distant station also. All the team members were unhappy on the policy of the company. Dissatisfaction was promoted throughout the Department.

The Learning Points:-

1. Right Appraisals render high motivational powers:- Motivation is the process that energizes employees and propels them to pursue their goals. If the Performance Appraisal is well designed and well executed, it will have a strong motivational impact on all employees and officers of the Company.

1. Good Performance Appraisals may demonstrate the need for improvement:- The communication, attitude, quality and quantity of work can be the concern of improvement.

2. The employees get recognition, appreciation and suggestions to improve from the Managers, satisfying their psychological needs.

3. Good appraisals build a sense of personal value and pride.

4. It enhances personal development.

5. It makes the employees re-focused and re-energized.

6. It contributes to job satisfaction of employees.

7. It leads to achievement of their dreams.

2. Education and Learning: – Self–evaluation, evaluation of Manager and 360-degree evaluation will help an employee to improve Self-knowledge and will help to conduct SWOT –analysis regularly, once in three months.

1. Helps to improve in the managerial effectiveness.

2. Good Performance Appraisal will transmit company’s culture and values.

3. Renders opportunity to understand, focus and meet the goals.

4. Results in remarkable improvement in Skills, Knowledge and Attitude.

5. It defines a career path.

6. Performance appraisals help to identify training needs and evaluate the results.

3. Good Performance Appraisals fulfill administrative needs.

1. Good Performance Appraisal prevents attrition, which helps to save a lot of money on Recruitment, Training, and Development

2. It sets ground work for job transfers.
3. It establishes meaningful raises.

4. Good Performance Appraisal prevents legal problems.

5. Problems for the promoted employee: – Without accurate performance data, if an employee is wrongly promoted, the employee is likely to fail.

6. Problems for the employee who is not promoted: – If a wrong employee is promoted, at least one eligible and deserving employee is disturbed.

7. Problems for the rest of the team: – When a wrong person is promoted, dissatisfaction is promoted throughout the Department.

– Ajayyakumar. B