It’s that time of the year when we and our bosses remember each other. Not that bosses ever go out of fashion/season. Our employers force us to get together for a particular ‘activity’ called Appraisals.
As much as we meet our bosses for a variety of reasons throughout the year, some conversations are not to our satisfaction like:
These conversations should be happening all through the year, but then they are uncomfortable, unnecessary distractions in our day-to-day transactions. What if the answer to any of the above was in the negative? We need to solve it and make it work, unnecessary headache, right? If somebody has a problem, they will come and tell us as we all have an ‘open door’ policy 🙂
So it’s easy to do it once a year when the organisation sets it up with a ‘document’ between us on the table. The very process itself is off putting sometimes as:
For me, the crucial missing link in any appraisal is the lack of “life” in it. Instead of a riveting discussions between two connected individuals it becomes a highly “administrative” exercise, an exercise of tick vs cross on various predetermined parameters between two strangers acting out a part. Don’t get me wrong, I am not expecting a heart to heart, handholding emotional tearjerker where two long lost siblings find each other at the end of the year.
For me appraisals are motivating/insightful exercises where justice is done to the working relationship in alignment with organisational and career goals. My rationale for the loss of “life” is due to the direct link between ratings and increments. We all take the safe zone of making it ‘administrative’ as it’s easier to give a rating of our convenience which is not colored by emotion. Luckily in most of my work life, I have worked in organisations which had no major link between appraisals and increments, so I never felt the pinch.
When I was young appraisals were so much fun. We all used to know each other’s ratings. There was a reason for the new ties, the sharp lipstick and we knew who “gave it back” to the boss! We even used to wait late in the evening for the last of appraisals to get over so that we had a good assimilation/exchange with our peers of our discussions with our bosses. I feel we never really got to know what really happened within the four walls, nevertheless the narration by each of us was whole lot of fun, hope you guys do enjoy that piece still.
My ideal appraisal has the following parts:
Too much to ask for? Last heard it in your MBA Classes? Only true for a virtual read? How can it be anything new? I’m writing this to remind myself again of how we can impact people whom we work with.
What’s your own expectations from this year’s appraisal discussions? To listen or to retaliate or you just don’t care?
Unable to bring in the real impact of appraisals few organisations have done away with annual performance reviews/appraisals too. The HR there must be thanking their stars!