I'm keen to find out people's thoughts and experiences with the appraisal process...
Currently our staff have a primary appraisal in April and then an interim in October; in theory it works well, but like lots of things - in practice, not so much. The form is quite straightforward and there is clear guidance throughout to avoid any ambiguity - we set clear (realistic) timescales for Managers to complete the process, yet it always drags on (despite regular reminders) and when the forms do come back, they are so inconsistent it hardly seems a worthwhile exercise! (We could certainly never link pay reviews to this process in its current state!)
So, I am now considering a totally different approach!
I'm wondering if it would be better to focus on improving the quality of monthly 121's for staff (i.e. making them actually happen, have them documented, etc.) and then having the performance review a continual, year-round event, rather than an arduous task (in the Managers eyes) once or twice a year.
Does anyone else take this approach? If so, does it work? If not, how do you go about it?
Many thanks in advance!