Appraisal Time

Adamu reports into Celestine and had actually spent the last 2 years on the same grade. He did examine himself after he missed out on the last promotion exercise and promised himself he was going to sit up and be on the next list.

Peter reports into Celestine and had actually spent the last 2 years on the same grade. He did examine himself after he missed out on the last promotion exercise and promised himself he was going to sit up and be on the next list.

During the year-end appraisal exercise, Celestine filled out the appraisal form in pencil and had a performance review meeting with Peter. During the meeting, he took time out to reel out areas that needed improvement as well as achievements made by Peter during the period under review. 

The meeting ended with Celestine informing Peter he was going to put him up for promotion. Peter signed off his portion of the form and returned it to Celestine, who then completed all necessary portions, signed off and sent it back to HR.

Couple of months later, the much awaited promotion list was published and behold Peter’s name was not on it. He broke down uncontrollably. Next day when he had recollected himself and had his emotions under control, he walked up to HR asking questions as to why he was not promoted despite  his cumulative appraisal score and assurances from his Supervisor.

To cut the long story, when his appraisal form was handed over to him, he was in great shock and swore that there must have been a mix-up.  He was rated poorly, referred to as lacking in team spirit and was categorised as a misfit for the role. He immediately went back to his office, pulled out a copy of the form he had filled and signed off on and saw that he had been played.

Dear Leaders, appraisal time is not a time to ambush your direct reports. It’s not a time to supposedly cut your pound of flesh. It should be a time for constructive feedback; a time to identify areas that needs to be improved upon in the coming period, while also appreciating and acknowledging the value that was contributed in the period under review no matter how little.

Peter had an open confrontation with Celestine over the deceitful manner he was treated. The matter was escalated to Management and it ended up a disciplinary matter.

Peter resigned within three months of that tortuous experience. He confessed at his exit meeting that he had lost faith in the organisation. Celestine was reprimanded and redeployed to another department. He was asked to resign a couple of years later.

This is a true life experience.