Ten Tips for Creating a Terrific Performance Management System – Tip #7
by Dick Grote Add a commentTip #7 — Demand that appraisals tell the truth.
We all remember from our school days that some teachers were easy graders and some were tough. But allowing variable standards is unfair in an organization where a level playing field is mandatory.
The easiest way to drive the truth into the system is to require that all appraisals be reviewed and approved by the appraisal-writer’s boss. Calibration sessions, where groups of supervisors compare and adjust their planned appraisal ratings before they become official, is a process that’s increasingly being used. And providing guidelines for the distribution of appraisal ratings helps rein in particularly tough or lenient appraisers by letting them know when they’re getting out of bounds.
About the Author
Dick Grote has been a management consultant for almost thirty years, specializing exclusively in the field of employee performance appraisal and management. As a consultant, he has created employee performance management systems for several hundred of the world’s best known and most respected companies, including Texas Instruments, JCPenney, Miller Brewing Company, American Airlines, Macy’s, Raytheon, Burlington Northern Santa Fe Railroad, and Herman Miller. His company, Grote Consulting, specializes in employee performance appraisal, employee performance improvement and talent management.
