Tip #2 — Establish the criteria for an ideal system.
Consider the needs of the four stakeholder groups of any appraisal system: Appraisers who must evaluate performance; Appraisees whose performance is being assessed; Human Resources professionals who must administer the system; and the Senior Management group that must lead the organization into the future.
Identifying all of their expectations right at the start helps assure their support once the system is finally designed. Ask each group: “What will it take for you to consider our new performance management system a smashing success?” Don’t settle for less.
About the Author
Dick Grote is a management consultant in Dallas, Texas and the author of several books. His most recent book, How to Be Good at Performance Appraisals, was published by the Harvard Business Review Press in July 2011.
