So, how's the life after appraisals?
Vandana Sharma
DEI HR Leader, LINKEDIN TOP VOICE 2019, TEDx Speaker, International Woman Icon, Military Veteran, Motivational Speaker, Adj Faculty IIM Kashipur
This time of the year...
The Appraisals went by and work life has just started to get back to normalcy. The category of employees at this phase:
- Euphoric: Those who get promoted
- The Valued employee : Those who got a decent increment that beats the inflation and also takes care of the YoY personal growth plan
- Everyone else: Those who got rated average and below.
So, how is the life after appraisals?
Morale: A certain group is self motivated and continues to forge ahead. There are higher ambitions to make it even larger next year. Others are still recovering from the after effects. Some lack motivation due to higher expectations / lower recognition. There are murmurs around and in some cases reassessments are happening to evaluate expectation mismatches. Overall, this phase continues to linger on for a few weeks ahead.
Environment: From the goal setting and new year based plans and targets perspective, employees are reassessing their position in the company vis-a-vis a colleague / others and it sets the tone to the newer dynamics in the organisation in terms of who holds what level of influences. New friendships / rapports and the social network develops. In some other cases, it paves way to resume updations and people looking out.
Questions to ask one self post appraisals:
- Have I received the right feedbacks for future?
- Does the feedback acknowledge achievements as well as developmental areas?
- Do I see myself as adding value and am I aligned to the bigger mission of the organisation?
A couple of simple tips mentioned below should help with the settling down on after effects of appraisal and the way forward:
- Manager Support: Important to asses if your manager is helping you succeed. Do you see your manager as some one you will learn from? If you have a mentor/ guide who will continuously guide you to succeed, you are in a good spot.
- Goal definition: Clear understanding of what is expected in the year ahead and a sign off to that effect as much as possible. This one is tough to achieve since the dynamics continue to change in newer economies and startups. However clarity is necessary, if not for a year, at least for the next six months or a quarter.
Appraisals are a lot like Life itself: There are new beginnings and resetting of goals as an individual. It is the time for reflection on wins/ defeats and the strategy going forward.
"The greatest adventure is what lies ahead" - JRR Tolkien
Director - Talent Acquisition at Netradyne
8 年Thats a great note Vandana. I have been observing the same here too. Apart, certain appraisals were not justifiable and rated below average though the aspirant was exceptionally good in their performance. Can be there a reassessment ? Goal setting should be reviewed initially once in 15 days and gradually moved to monthly basis.
So howz life after apprisal for rest of the 90% of workforce - 1. Dis-engagement 2. Not able to understand what went wrong. And on what data points managers and organizations have given them rating. 3. Middle managers feels frustrated that team with which they are working closely haven't understood why they have got what they have got. 4. Once again leadership of the organization has failed to improve the performance and apprisal process more meainingful. 5. Once again goals are not measurable and not linked to day to day task. And doesn't provide clarity on how employee achievement will impact organization direction. Rest all is good and employees are back in their routine of not taking ownership which managers have seen just 3 months before apprisals are about to happen.
Workshops on Positivity @ Off sites, Thinking Big, Innovation + Strategy, Sales , CX, Collaboration.
8 年Vandana Sharma The question that arises, how do you get people to move the locus of control? That is where the tenor of the conversation needs to change.
DEI HR Leader, LINKEDIN TOP VOICE 2019, TEDx Speaker, International Woman Icon, Military Veteran, Motivational Speaker, Adj Faculty IIM Kashipur
8 年Thank you Vasudevan Parthasarathy !
Global Talent Acquisition | ACC Trained Coach | Multi-Industry Experience | HR Transformation | Diversity & Inclusion | Branding & EVP | Building High-Performance Teams | Success Strategist | Change Management
8 年Great note Vandana Sharma. It is definitely important for the goals to be reviewed I would say on a monthly basis v/s the actual performance. This only helps both the Manager & the team member to be clear on which direction they are heading and when it would come for an yearly appraisal, there is no surprise.