There is a reason employees hate performance appraisals. It is not a time to shine, it is a time when authority figures can judge, condemn, shame and guilt, with the odd compliment thrown in to make it all seem okay. Worst of all, tiny seeds of doubt get planted in a persons mind which can jade their entire future.
In a world so intensely focused on the negative, it is far too easy to slash the hearts of good people and deeply wound them with unfounded criticism.
Criticism is unfounded because we all have strengths and weaknesses. Zoning in on our weaknesses makes us believe we are faulty, unworthy and not enough. We will struggle to fix these so called issues for perhaps the rest of our lives. And the even more damning part is, it is usually a totally inaccurate assessment in the first place, because appraisals are from some other faulty person judging another.
Appraisals force people to work harder for less. They make people work on things that perhaps cannot easily be changed, or worse, on a condition that doesn’t even exist. Many times that same problem no longer exists in a different environment. Appraisals wound.
What is needed is a change of focus to positive things. What are a persons strengths that can be developed and encouraged? What things would this person like to try, learn or grow in? Are they happy as they are? Is there a better place for them in this company that could use their talents? This should be an ongoing communication, not a dreaded once a year sit down with the boss.
Many places I worked at where I enjoyed my job would try to promote me into positions doing something entirely different and I was quickly very unhappy. Instead of giving me more opportunities to do what I enjoy and shine at, they have their own agendas that have nothing to do with my happiness.
However, one place I stayed at for 20 years because they kept rewarding my strengths and interests. For instance, when they discovered my love of photography they got me a little camera and made me official photographer of their company events. Knowing I enjoyed drawing, they gave me the duty of making posters and forms. When I wanted to learn something new, they sent me on courses. These were the gems that enabled me endure other duties I did not so enjoy. When management changed, I was put in charge of scheduling and arranging meetings for 9 committees and I quickly died.
I loathe the last part of appraisals; what are your five and ten year goals? Easy, in 5 years to be long gone from here, and in ten, forget I ever worked here. At eighteen I applied for a cashier job at a drug store, and the manager wanted to know what my future was with the company, my five and ten year goals. Seriously? At 18? A cashier job? My goals were how I was going to spend my cheque on the weekend, how much fun I could have.
Right up there with performance appraisals are the motivational staff meetings. The message at those is clear. We are not good enough. We need to do ridiculous and embarrassing things in public to prove we are part of the culture. It is humiliating and degrading. Just stop that stuff.
Managers, stop being assholes. Reward your employees by looking for their strengths, the things they love, and promote them to positions that utilize their abilities, and ultimately make them outstanding employees, because they love what they are doing.
You’ll be amazed at what happens.