We shouldn’t shy away from appraising employees for fear of being seen as biased to coin the well known gallup question ” I know what is expected of me at work” It is essential for employees to have clarity for them to perform – too many managers assume that both parties share the same clear picture of what good performance looks like!
The balanced scorecard is a great place to start and as many will know, SMART objectives should fit within this structure. Rule of thumb no more than 8 objectives at any one time – it removes focus, there may be sub objectives/milestones.
However good objectives are only the tip of the iceberg as it is all down to regular review, dialogue and coaching from the line manager to deliver performance against it.
With respect specifically to objecitvity, SMART (consider random audit to improve “smartness”) helps. A competency framework with proper definitions offers “objectivity” about “subjective” issues and finally facilitated round tables or calibration sessions are the only way really at an organisational level to reduce bias and increase fairness. This can be a cultural issue and managers need support and guidance to develop their anti-bias radar!
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