Better appraisals

We can make appraisals better. Less personal, less likely to be emotionally charged. It should not be about you, it should be about the role, the responsibilities assigned. The reframing will help us approach it more objectively and use it more wisely.

Appraisals should be about identifying fit for a role/responsibility package that comes with the job. It works both ways. When hiring, the bosses or supervisors do not have perfect foresight what the role and work will entail and so they might be shooting blindly in the way they write the job description or qualify the candidate. Likewise, when applying for the role, one can’t quite really know if the job is what he or she expected it to be like.

The appraisal should be done quarterly or half-yearly, focused on looking at the contents of the job role and package of responsibility, then discussing the fit, and direction it should move. If the role is too big, responsibility too heavy, then there might be a need to reduce the load and role. People grow, they step into new stages of life, and they deserve to be in roles that match those needs. Let’s stop restricting ourselves to that unidirectional notion of ‘career progression’ and force everyone to climb the ladder a workplace lays down.

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