FREE online courses
on Building A Winning Team - Appraise
Record Progress
We all have stories about rookies who made the
grade. But first
impressions tend to
linger, long after the person in our memory no longer exists:
Standing in his place is now a savvy, street-smart,
well-trained closer of difficult deals! People change
and develop, but some may have a late spring,
like Miss Jean Brodie, who always (ex)claimed
“…an' me in me prime!”
( Muriel Spark: “ The Prime of Miss
Jean Brodie”).
Since career development is too vital to leave
to the tender mercies of first impressions and memory, you should record
progress to keep perceptions of staff up-to-date.
·
Record of special achievements
·
Training courses attended
·
Goals vs achievement record, with degree of excellence/ details
·
Regular (departmental) appraisal
·
Training program pre and de-briefing record
·
Progress record (you should read, analyze and give feedback)
·
Maintain/ prepare summary on suitable summary for special occasions e.g.
promotion short-lists, transfers, more training, etc.
The advantage
of such records is that even turnover at management levels will not
affect, rather enhance, objectivity and
employee's job security.
QUESTIONS:
- Why is performance
appraisal necessary in an organization?
- What is your opinion of
formal appraisal systems? How does one prevent their tendency to decay into
mere exercises preliminary to release of annual increments?
