{"id":204,"date":"2021-10-15T19:00:38","date_gmt":"2021-10-16T00:00:38","guid":{"rendered":"http:\/\/weswong.com\/WongoTech\/?p=204"},"modified":"2021-10-15T18:23:00","modified_gmt":"2021-10-15T23:23:00","slug":"performance-review-or-appraisal","status":"publish","type":"post","link":"http:\/\/weswong.com\/WongoTech\/performance-review-or-appraisal\/","title":{"rendered":"Performance Review or Appraisal?"},"content":{"rendered":"\n

It is important to discern that evaluating people\u2019s performance is not judging them but rather what they did<\/strong> according to what they had agreed<\/strong>. The agreed-to SMART<\/strong> <\/span>objectives would have been articulated in advance with established criteria upon which to measure and assess the performance against those targets. They comprise of the expectations as well as the consequences of meeting or not meeting those expectations. However, the review doesn\u2019t have to be negative. Even though we are not perfect and have much room to improve, we also produce positive outcomes.<\/p>\n\n\n\n

Perhaps a more apropos view of the periodic exercise would be that of \u201cperformance pre<\/span><\/em><\/strong>view\u201d whereby the benchmarks are stated in advance<\/em><\/strong> so that there are no surprizes when the performance is appraised<\/strong> at the end<\/strong> of each regular period, be it annually, quarterly, or more frequently. Thus, an affirmative action is to refer to the periodic exercise as \u201cperformance appraisals<\/span>\u201d instead of \u201cperformance re<\/span>views.\u201d<\/p>\n\n\n\n

By transforming our thinking with a renewal of the mind, instead of undertaking performance reviews<\/em> we need to proactively<\/em> undertake performance pre<\/em><\/strong>views<\/em>. This approach looks ahead to what is needed for people to perform well, and to strive for excellence in whatever they will do. The pre<\/em><\/strong>view<\/em> discussion would address WHAT goals and deliverables are expected and HOW they can be achieved, including the necessary personal development objectives to enable them to be successful.<\/p>\n\n\n\n

One of the tips in Charity Village\u2019s \u201cSix Tips for Successful Executive Director Performance Reviews<\/a>\u201d is \u201cDon\u2019t put all of your eggs in the annual review basket \u2013 provide feedback throughout the year.\u201d Therefore, to be more agile, a \u201ccheck-in<\/span><\/strong>\u201d (as opposed to check-up) process should be implemented whereby the supervisor and subordinate check-in with each other on a regular basis throughout the period (e.g., quarterly) instead of at the end of the year (e.g., annual check-up) and be surprized. Real-time (i.e., current and timely) and ongoing (i.e., regular and periodic) feedback provides course correction and guidance as the worker navigates along the way rather than at the end of the journey.<\/p>\n\n\n\n

Bottom line<\/span>: Whether it is a pre<\/strong><\/em>view<\/span>, re<\/strong>view<\/span> or appraisal<\/span><\/em>, the object is on performance<\/strong>, and not an evaluation <\/span>of the person.<\/p>\n","protected":false},"excerpt":{"rendered":"

It is important to discern that evaluating people\u2019s performance is not judging them but rather what they did according to what they had agreed. The agreed-to SMART objectives would have been articulated in advance with established criteria upon which to measure and assess the performance against those targets. They comprise of the expectations as well… Continue reading Performance Review or Appraisal?<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-204","post","type-post","status-publish","format-standard","hentry","category-blog-post","entry"],"_links":{"self":[{"href":"http:\/\/weswong.com\/WongoTech\/wp-json\/wp\/v2\/posts\/204","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/weswong.com\/WongoTech\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/weswong.com\/WongoTech\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/weswong.com\/WongoTech\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/weswong.com\/WongoTech\/wp-json\/wp\/v2\/comments?post=204"}],"version-history":[{"count":2,"href":"http:\/\/weswong.com\/WongoTech\/wp-json\/wp\/v2\/posts\/204\/revisions"}],"predecessor-version":[{"id":207,"href":"http:\/\/weswong.com\/WongoTech\/wp-json\/wp\/v2\/posts\/204\/revisions\/207"}],"wp:attachment":[{"href":"http:\/\/weswong.com\/WongoTech\/wp-json\/wp\/v2\/media?parent=204"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/weswong.com\/WongoTech\/wp-json\/wp\/v2\/categories?post=204"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/weswong.com\/WongoTech\/wp-json\/wp\/v2\/tags?post=204"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}