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Performance Appraisal
Key Takeaways
- Used for salary reviews, promotions, and training needs.
- Can be annual, semi-annual, or continuous.
- Includes self-assessment and manager review.
- Requires clear KPIs and OKRs to be effective.
Why It Matters
Appraisals provide a structured way to give feedback and align individual goals with company objectives.
Interactive Insight
Success Timeline
Goal Setting
Define KPIs at start of period.
Mid-term Review
Course correction and feedback.
Final Review
Score and discuss future growth.
Fraizel Yohannan
HR Lead @ Kiework
What is the best frequency for appraisals?
While annual reviews are traditional, continuous feedback models are becoming the industry standard.
How to handle a poor appraisal?
Focus on specific behaviors, set a Performance Improvement Plan (PIP), and offer support.
Is the Bell Curve system still relevant?
Most modern companies are moving away from forced ranking towards growth-based models.
How do I set SMART goals for appraisals?
Ensure goals are Specific, Measurable, Achievable, Relevant, and Time-bound.
How should managers handle difficult appraisal conversations?
Use data, stay objective, and always end the conversation with a plan for improvement.
Why is self-appraisal important?
It gives the employee a voice and often reveals achievements the manager might have overlooked.
What are the common biases in appraisals?
Recency bias (focusing only on the last month) and Halo/Horn effect (one trait overshadowing all others).
What is a 9-Box Grid?
A tool used to evaluate a company's talent pool based on two dimensions: potential and performance.
What is the difference between OKRs and KPIs?
KPIs measure 'business as usual' performance, while OKRs are for ambitious, goal-oriented changes.
Should we reward non-monetary achievements?
Yes! Public recognition, extra leave days, or learning stipends can be just as motivating as a bonus.
Suggested Questions
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Schedule an Expert CallRelated HR Terms
Accountability Culture
An accountability culture is a workplace environment where employees at all levels take ownership of their results, actions, and decisions, supported by transparent systems and clear expectations.
Employee Engagement
The emotional commitment an employee has to the organization and its goals, resulting in the use of discretionary effort. It leads to lower attrition and higher retention.
360-Degree Feedback
360-degree feedback is a performance review process where an employee receives confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports.
KPI Alignment
KPI Alignment is the process of ensuring that Key Performance Indicators at every level of the organization are logically connected and directly support the company's primary strategic objectives.
Agile OKRs
Agile OKRs (Objectives and Key Results) is a goal-setting framework that uses short, iterative cycles (typically quarterly) to align team efforts with the company's strategic mission while allowing for rapid course correction.
30-60-90 Day Plan
A strategic document used by new employees or managers to map out their goals and strategies for the first three months on the job. It is often part of a structured onboarding process.