Replacing the Annual Appraisal Agony

Do you know anyone who was motivated going into, or coming out of, their annual performance appraisal? Most organizations and employees are dissatisfied with the performance appraisal process, so it remains a curiosity why this methodology continues to exist. Performance appraisals don’t improve performance and they don’t drive careers; they are an incidental effect of other dynamic systems. In essence, appraisals are the paper-shuffling ritual that sanctifies decisions already made. Ed and Ron will discuss why it’s a legal myth that performance appraisals protect you from litigation; and why appraisals instinctively focuses on weaknesses, not strengths. We will also provide three replacements for the annual performance appraisal: Peter Drucker’s Manager’s letter; After Action Reviews; and Key Predictive Indicators.