APPRAISAL TIME...TRICKY SITUATION.......NEED INPUTS...

Thanks Anand, true..attending such workshop definitely would help me handle such situation probably..........
Dear seniors request you to put forward your views on this...by next week i should be submitting my report on appraisals to management....
15th January 2008 From India, Hyderabad

Dear Sari
You should also be consciuos about Halo and Horns effect on appraisals.
I have come across with these errors frequently
I used to educate the Team on these concepts with examples. I have experienced changes.
If you are preparing a document, then i strongly recommend you to highlight Perceptual errors including Horns and Halo effect
Siva
15th January 2008 From India, Chennai

Dear Sari,
Payment is for the performance and not to the persons.
Hitherto, it appears to me that you had been paying to the persons and not for their performance.
Link the annual increment to the performance. If they are unable to meet their performance targets for the coming quarter, given them warning, then show cause notice and then you can very well remove them.
A business leader needs to be dispassionate and work for the common good and not for emotions of the selected few.
Thanks,
Dinesh V Divekar
Soft Skill & Behavioural Trainer

15th January 2008 From India, Bangalore

Thanks Siva... could you please be little more clear....on the kind of errors...
Thanks dinesh, thanks for your genuine inputs..as told earlier they are performing whatever the little work assigned to them..so they are reaching targets within the specified time...but here performance only is the not the metric...
15th January 2008 From India, Hyderabad

Dear Sari
I am attaching a nice presentation on Performance management This presentation deliberates on various methods and also perceptual errors. This is a downloaded presentation. But i made a similar presentation a few years back when I introduce3d performance management in an organisation
Please go trough this and if you have any doubt, I will clarify with practical examples
Siva[/code]
15th January 2008 From India, Chennai

Attached Files (Download Requires Membership)

performance_appraisal_174.ppt (997.0 KB, 107 views)

Thanks a ton Mr Siva for a detailed PPT, i could understand the actual errors..and measures of evalution...and the check list.. :D
Yes if i have any doubts while in the process i might disturb you again. :oops:
Thank you once again for sparing your valuable time for clearing my doubts Mr Siva. :D
Regards
Sari
16th January 2008 From India, Hyderabad

There are two parts to the issue. One handling the Sales /Business Dev. guys. Since they are directly accounatble for business you should tell them clearly and where required take the extreme step.
With regard to others- (developers/PMs?) since they are the back bone of the company, you should communicate to them the situations and may be offer a nominal increase. In addition to this you may commit a reqward say six months later if situations improve( you can issue the letter towards this also now). This can be done provided you have a definite plan for improving top line which includes appropriate handling of sales guys.
Ultimately you need to retain and open communication with honest commitment may help you.
Cheers
Bala
16th January 2008

Since it is the sales team, u can modulate the incentive scheme instead of annual increments. Then they can thrive for it and ur sales also can improve.
16th January 2008 From India, Madras

Thanks Bala, its a good idea to reward them once the situation improves, yes as discussed we are considering to revise the competent employees who are the back bone to company.....
Thanks sense, yes sales executives are target based, their salary is revised once they prove their performance thru metrics...called projects.
16th January 2008 From India, Hyderabad

Hello;
From the post, it sounds like the employee evaluation is based on perspective rather than quantifyable evaluation results. Loyalty to the company is key to the success of organization. However having Loyal employees who can not add value to the organization may not necessarily be an ASSET.
The review and appraisal process in your organization needs re-evaluation. You may consider conducting employee self-evaluation by creating a set of questions based on Technical Understanding, Mentoring Attitude, Project Management expertize and the categories relevant to the specific employee group
This will give you quantifyable mechanism to decide on the SALARY APPRAISAL.
The main responsibility of HR is to identify and place the right person for the right job. With a little coordination with the respective department, you will be able help not-only the employees but the management by way of separating facts from perceptions
16th January 2008