Digging into the issue of appraisals.
Yes! Below are some resources you can use to consider your approach to performance appraisals. White Paper - End Your Annual Appraisal A white paper that explores why annual performance appraisals are...
Laloux's stages of human development range from Red to Teal. The purpose is to show a trajectory of how humanity has organised itself over the passage of time. The advent and establishment of a new ag...
The challenge is not simply to redesign a single form or process. If we do that we are likely to end up with more of the same. The challenge is to reimagine a very different way of engaging with our p...
If we assume, for a moment, that you’re somehow immune to its negativity and problems, what about its effect on your wider organisation? Does that stir any concern in you? Are you interested in remedy...
Spend a lot more time taking responsibility to operate from people’s strengths and a lot less time worrying about how to fix people’s weaknesses. Have supportively delivered, honest conversations? Let...
The number one issue is the underlying, negative assumption they make about people. They work from the perspective that people are flawed and therefore need motivating, monitoring and measuring. The a...
Despite a common belief within the status quo, annual appraisals do not adequately protect organisations from litigious employees. The legal protection they provide the organisation is overestimated a...
The problem with annual appraisals doesn’t originate with bad managers or bad delivery. This isn’t a case of managers abusing or badly applying a system. It’s the system which is flawed. In fact, with...
The answer is about balance. The norm - where it is highly standardised, inflexible and organisation wide - is not balanced. This exceeds what is necessary, what is contextually appropriate and what i...
There may be a requirement to redesign an appraisal process from the ground up. But the idea is not to replace what's there with a new suite of inflexible tools and forms that, in fragmenting the appr...