Conventional methods utilized in performance appraisal of employees have begun to struggle. In retrospect, methods such as forced distribution, ranking and so on (1) were designed and implemented to raise the productivity at the workplace. Later on, 360 Degree feedback was introduced. It was claimed that this method was the most effective and helpful tool for several years, but how and what was it used for? It was used to achieve organizational objectives ensuring better management of the workforce.
Let’s take a look at the practice and effectiveness of these appraisal systems.
What did 360 Degree and other appraisal tools lack?
These appraisal tools lacked two factors. One was because of HR as persons in charge just copied and pasted the information without considering local diversity and environment. The other was that this kind of appraisal systems is one-sided. Employers always expect and require employees to accomplish objectives, work with higher motivation, become customer-centric and oriented, socially active and give higher results as much as possible. In particular, the business model in the Middle East and in my country – Azerbaijan – loads tremendous responsibilities which just makes the process anything but overwhelming.
Have you detected something missing? The employee is always required to do something. At the end of the day or a period, paid wage and other benefits provide a desired workplace. But does it make the employee feel more committed? It is up to you. My point is that what if employees require some goals from you in order to achieve yours, what would it be like?
Key in Labor Appraisal (KILA)
Today, the appraisal report of a worker consists of points accumulated from personal goals, achievement and performance appraisal review score. Senior HR Management (SHRM) accepted this formula as a standard for Performance appraisal (2). Fortunately, some companies apply this formula in people management well enough, which results in forming a collaborative environment and engaged workers. As stated above, the goals determined by the employee towards the employer will fill the gap. In order to get tasks done and goals achieved, employers should take some counter-objectives from workers that these objectives should smooth and aid them to perform their jobs well. It looks like a bit like a “win-win” theory.
How will this work in terms of both employee and employer?
We can make this method more effective by comparing the achievement percentage of counter-objectives with the average of Performance Appraisal and Personal goals achievement.
What if the percentage of employee performance is greater than the counter goals achievement (CGA)?
Let`s say, the employee`s annual average performance score is 65%; however the percentage of completion of objectives which he set in order to achieve the tasks and goals required by employer is 45%. The assessment center should add the difference to the grade of employee. But because, the employer has not provided the necessary tools that the employee needed to perform well, the employee’s annual performance score would be 85%.
What if the percentage of employee performance is smaller than CGA?
If the annual score is 65%, but CGA is 85%, the assessment center should subtract the difference from annual score. At this point, the employee has no right to claim something in case employer has done what they desired. The annual score of the employee would now be 45%.
What if the percentage of employee performance is equal to CGA?
There is nothing to do actually. Sides should embrace each other or it is up to them and in following periods, they should reiterate objectives in harmony.
What benefits and positive changes await employers and employees using the KILA method?
To the Organization:
– Performance Appraisal system now is two-sided.
– No one will not be able to give an excuse to justify his/her low performance.
– Difference between the achievement of employer and employee goals will give you an answer as to which side is entitled to justify themselves.
– If method is implemented successfully, motivation will rise automatically.
– During negotiations with employees about CGA, there will be smooth up-down communication within the organization added to mutual respect between the employee, manager and the employer.
To Managers:
– Employees will feel more engaged, and will think or feel that their manager and employer cares about them.
– Employees will not be able to give any excuse to justify their low performance.
– To succeed in counter-goals on behalf of employers, managers will be close to employees. Sooner or later, communication and mutual respect between them will be softened.
To Employees:
– Employers will have no right to demand them to perform well unless they have set needed conditions.
– Given the chance to determine counter-goals, employees will also earn self-confidence to take care of their responsibilities and development, enabling them to be more creative.
For the rest, we should give it a try in our organizations. With the preparation of counter-goals for employer individually from each employee, you will obtain more satisfactory results thanks to minimal deviation. By negotiating with employees about what they want us to fulfill and what we demand from them, employers will take some advantages in terms of defining the needs of workers. This KILA method will play a “key” role and bridge the gap between traditional and cold performance appraisal systems.
BY: MUBARIZ SHAHBAZLI
PHOTOGRAPHY: Mahmoud Mansi
EDITORS: Nada Zeyada & Nada Adel Sobhi
Links used:
- http://www.hrwale.com/performance-management/performance-appraisal-methods/
- http://www.hreonline.com/HRE/view/story.jhtml?id=534354955
About the author
Mubariz Shahbazli
HR Professional & Researcher
Live in Azerbaijan, Baku. 24 years old.
Currently works as Vice Manager of HR and Accounting Department at “SAHLIYALI” which is a local food company specialized in meat and dairy products manufacturing and in Top 3 in meat products industry in Azerbaijan.
Linkedin: https://www.linkedin.com/in/mshahbazli
My other international article published on HR Platforms and Blogs:
- Maslow in HR from an Azerbaijan Business Perspective
https://hrrevolution.memaslow-in-hr-from-an-azerbaijan-business-perspective/