1. The article and video both point to the fact why most people view performance

1. The article and video both point to the fact why most people view performance appraisal as meaningless, but the truth is most managers aren’t trained to coach and empower their team. A performance conversation that happens once a year for formality’s sake is nothing but a waste of time when everything is history. The proper way to do this is for managers to provide feedback during regular check-ins with employees, so that suggestions or corrections can be made in time for improvements. In my company, everyone sets performance measures in the beginning of a financial year. I have a fortnightly catch up with my boss to discuss work progress and any issues encountered, so nothing comes as a surprise in the annual performance review. I have similar arrangement with my direct report too to make sure we stay on track as a team and work effectively. I believe performance reviews are beneficial when conducted candidly and regularly, and that can be used as a benchmark for promotions and rewards.
2. An example of what doesn’t work in my company is that some teams do not have accountability especially the offshore support teams. A lot of servicing or system maintenance roles are outsourced to Bangalore or Manila out of cost concern. However, these teams have a high turnover and the quality is often not up to standard. They end up creating a lot more complaints routing back to the front line. We have to spend time looking at complaints while we are supposed to be pitching new businesses. The senior management have to make a balance between cost and quality, and the division managers need to be accountable for the team’s deliverables by ensuring they actually add value and not create additional issues.
Reference: Understanding the importance of appraisals | ACCA Qualification | Students | ACCA Global