A few months ago I blogged about writing performance appraisals for people that I hardly know. I felt a little uncomfortable writing these appriasals since I’d only known my staff for 3 months. But certainly, I have often been on the receiving end of such reviews myself over the years.
Luckily, my predecessor had left written drafts of the reviews. But, as luck would have it, my employer decided to change the format of the reviewes this year, so it was a little harder for me to fit the info I had into new categories. My folks did a great job at writing up self-reviews (I do admit I really developed an appreciation for people who write well and can make cogent points…).
So I wrote, I submitted, and then had to deliver all 14 reviews. Most went well, others less so. I like to be able to provide specifics – and since I’d only worked with these folks for 3 months, I was not always able to do that. So, in my one on one meetings with each person now, I’ve decided to keep detailed notes on what each person is doing and their various projects . Of course, the mere fact that I’m around this year will give me more info.
As a former teacher, I find it ironic that most companies want the performace ratings to be a bell curve. In US education over the past few years there has been a big push on “no child left behind” and “mastery for everyone” … yet these concepts do not seem to have taken hold in the workplace much .. yet… Course, we’ll see how I feel at review time next year.. assuming, of course, that *I* make it to next year :)