Dear Manager, at appraisal time, reward the person who created value. Not the person who you like. Fairness starts with you. #OfficeTruths
In most offices, joining your boss for spinning classes and dinners is a shortcut to getting more opportunities, regardless of your performance. This behavior just brings everybody down, impacting the team output. Managers need to self reflect on them being unfair and employees need to work on cultivating their relationship along with creating value at work. But if it still doesn't work, the only solution is- SWITCH. Thanks for sharing, Nathan SV. I really enjoy your posts!
So true. Fairness in appraisals significantly influences workplace dynamics by impacting employee morale, engagement, and perceptions of organizational justice. When appraisals are perceived as fair, it fosters a culture of trust and respect, enhancing employee commitment and productivity. Conversely, unfair appraisals can lead to dissatisfaction, decreased motivation, and higher turnover rates.
Very true....but difficult to implement. They are very few people who appreciates the efforts and value added by the employee. It will be always a bias process untill it is in control of human. Why we can not go ahead with digitization for appraisal process.
But meanwhile companies layoff ppl who created value for years and safeguard the favourites!! Painfull but corporate truth.
You have a valid point. We need to have robust system and well defined KRA and KPI for each and every role and a system to track down their performance systematically with complete data. I wonder when it becomes a way of employee evaluation. After spending so many years in HR, what i realised and seen is appraisal is always done based on some biases which is intentional or not intentional as our human mind wired to have many cognitive biases.
There is no harm if the Manager rewards an associate whom he likes provided the liking is based on value-creation and meeting the targets.
Companies would need to train their managers for this else who would like to change what they are doing since years.
Senior VP II & Head of Credit Strategy at HDFC Bank
1wAgree. But why is it so person dependent? In this digital data world where lending is almost 100% digital through aggregation and authentication of data, why can't we create objectives that can be measured, monitored and recorded monthly ? Why can't rating be driven through 90% data gathered centrally by HR and only 10% of appraisal data be Supervisor's feedback ? Even today, if we peg appraisal like agriculture through rains and not irrigation by constructing dams, then existence would be a question, wouldn't it ?