Why should employees write their KPI?

Oftentimes, a standard performance review is sent to employees with the same objectives and KPIs for all. It may not make sense to answer that form, because it doesn't match the current job role. And since employees are quite used to that "form" they no longer consider it of any importance. As a result, performance reviews seem to be meaningless for all.

How can we change this practice to make the performance appraisal process more meaningful and impactful across the entire organization?

Firstly, if we look at employee roles today, they no longer comprise one daily routine task. Roles are changing at a quick pace, where every day there seems to be an additional task given to the employee that requires certain skills to perform. Obviously, this was not specified in the job offer signed back then. Now that the role has evolved, checking through the review options received with the traditional review only becomes a matter of formality.

Secondly, the employee who is performing the task, knows what work he is doing on an everyday basis. These tasks are done to achieve a goal either for a week or a month and so on. For example, in a sales department, each employee would have set his goals and have his own ways of making deals, calling customers, writing emails, etc. Some maybe even doing great research about their prospects to successfully close their deals. Considering this an employee would be more excited and realistic about writing KPIs for himself on which he would like to be graded for his appraisal.

What's more? This would free up time for the HR personnel in creating a performance review form. Since the employee will write KPIs, HR will have a good amount of data to analyze before finalizing anyone for promotions. Because it will no longer mean reviewing answers, but rather understanding how employees look at the importance of their roles in the organization.

Moreover, peer feedback in reference to that review and a manager's review on those KPIs for that particular employee collectively, will be more logical and not bias. It is possible that with the traditional review process, managers are too accustomed to quickly finishing off reviewing forms and end up even grading employees without any logical foundation to their scores. Which means we are leaving employees to doubt whether we are playing our part right?

Our practices in performance management must encourage HR personnel to confidently review appraisals and put forward employees for promotion. And allow employees to take complete responsibility for telling the organization they have done a great job and are capable of doing much better.

Leave your thoughts to share with us why would you let employees write their KPI?