What Is The Best Way To Get Managers To Do Employee Performance Appraisals?
There are actually two things that are important in getting managers to do employee performance appraisals, and human resource departments, who are often the ones who have to nag managers into submission, should be addressing both. First, as we explained in our piece on WHY managers procrastinate, managers who don’t understand how they, personally can benefit from doing the process properly, will simply tend not to do what they are asked to do. So, if the forms and procedures are less stressed, and the benefits of doing the process well ARE stressed, then there will be more commitment to the process. Often that means that managers can receive periodic training, or at least reminders of why they should be doing performance appraisals FROM THEIR PERSPECTIVE (that’s the “what’s in it for me” approach). But what most important is that managers be held accountable for doing performance management and employee performance appraisals. Who should hold them accountable? In most organizations, h
