It is Time to Ditch Performance Appraisals
from the Turning Good People Into Top Talent blog series
By Bob Moore, CMC, Managing Principal, Talent Management Institute
Yes, it is true that Accenture will be ditching its annual appraisal of its 330,000 staff following Deloitte and the other “big four” consultancies that have opted for more agility and less formality. The process of annually appraising employees using antiquated systems based on objectives that aren’t aligned with the company’s values and goals has been obsolete for some time.
For decades, forward thinking enterprises have given up on formal appraisals because they recognized how rigid and unproductive they were. I believe I am the first to coin the term, “coach-based management” as a process of having real time conversations and developmental discussions between manages and employees. This is particularly important with project teams who need to have “after action reviews” at the completion of projects instead of waiting until annual review time.
The lack of employee engagement, coupled with high turnover, has become a major concern for CEOs and business owners. The time has come for executives to focus attention on leadership and team development as a solution. Very little has been said about appraisals primarily looking at individuals and most high performance work is now done in the context of the team. Thus, individual performance appraisals can interfere with best practices that will not only improve performance, morale and could even increase levels of engagement and retention.
Click on the button below to learn more about leadership and management development resources available at the Talent Management Institute.
Bob
Bob Moore, CMC
Managing Principal