Why is performance appraisal time a dreaded time for most employees?



Is it that they fear that their performance ( or the lack of it) will be dissected, post mortemed & laid bare?



Or is it that they are not happy about the 'who' & how' of performance appraisal? ( who does it & how they do it.)



We've always been talking about tools & techniques for performance management or evaluation or assessment.

All that is obviously very important.



Before we measure performance, must we not think about how to help employees ENHANCE their performance?

In my ( humble) opinion, if we focus on the enhancement , then the appraisal becomes a thing to look forward to.



And I'm not talking about training here. Training ( again in my humble opinion) is only one dimension to performance enhancement.



Training is what we 'paste from the outside' to try & achieve 'change from the inside'.



And a lot of well researched & well conducted training actually works. ( I should know, I'm a Training practitioner for over 12 years)



But I'm thinking.... what can we do to really enhance performance?



In NLP we have a presupposition that says ' People work perfectly.' It means that everyone has the resources in them to actually excel in something or the other.

The trick is to help them identify what that is & help them find ways to excel.



I'm asking the esteemed members to put on their thinkig hats & come up with ideas & suggestions.





be well,





Amruth

http://www.thenlpexperience.com

http://www.greatscope.com