What are three keys to making your performance appraisal system a success?

If you're dissatisfied with your performance appraisal system or just want to be sure that the one you have is as effective as possible, OnPoint consulting suggests that there are three keys to making your performance appraisal system the best it can be. And, the best part is that all you have to do is modify your current system-you can have the performance appraisal system you want without having to implement an entirely new plan.

1. Resist the temptation to keep tinkering with the evaluation process. Almost any performance appraisal system will work if you get managers committed to using it. Organizations like to fiddle with performance evaluations by changing from a four-point rating scale to a seven-point one, shortening the evaluation form or ditching their old paper-based system for a more high-tech computerized one, for example. Instead, evaluations should be modified to account for lack of clarity between pay and performance, inconsistent application of the system, lack of commitment to developing people and lack of managerial skills.

2. Train managers in four elements of performance management. : goal setting, coaching, development planning and performance evaluation. Manager skill in goal setting, coaching, development planning and performance evaluation is absolutely essential for the success of any performance management system.

3. Hold periodic review meetings with employees. The best performance management systems either require, or encourage, quarterly or periodic review meetings-not including the annual performance evaluation.