Why have skills become a vital element of the appraisal now?
These skills, which remain essential for a success-ful representative and a successful company, need to be recognised and rewarded. Your planning and organisation may be exemplary. You may be the senior representative who deputises for their man-ager when they are on holiday, a representative who is a great team player, always ready to give advice, always enthusiastic and determined to succeed. These are all attributes, which you may recognise by the names ‘critical behaviours’ or ‘competencies’. These skills are also vital to the success of the com-pany and therefore need to be recognised and rewarded. You may have a very successful territory because of your predecessor but have very poor communication skills. Should your whole appraisal be based on sales? – I think not. It needs to be a balance of the two so that any territory anomalies are ideally resolved through this combination of data and skills and a fair outcome achieved. The behaviours may look like this: • Planning and organ
Related Questions
- How can reviewers develop the people and communications skills vital for success of performance management? Is training compulsory for reviewers and will there be a training model?
- The job does not require all of the skills or traits that I’m supposed to rate in the Interview Appraisal. What do I do?
- Is empathy the vital element in persuading people to drop their guard?
