What Makes Performance Appraisals Painful for HR (and How to Make Those Joyful)

Seriously. The appraisal season is not stressful for managers and employees only. It is painful for the HR people also. Why? See if you can relate or empathise with this scenario:

Appraisal due date is fast approaching. HR sent the timely reminders to everybody. Forms are slowly coming. Many self-appraisals are still pending. Without that, managers can’t move forward with their review. Reminders are sent again.

Few more forms come in. Now the due date has passed. So this time the HR representative is walking around, searching for managers to remind them again about the pending reviews and discussions.

Some managers argue and complain how all this is a waste of their time. Others give excuses about an urgent delivery that is a priority.

A month goes by after due date and HR is scrambling to get all the paperwork done. Now HR does not have enough time to focus on appraisals as other events need attention also.

HR may not have enough resources to review the quality of discussions. Ratings need to be entered, salary numbers need to be decided and yet, performance appraisals are still pending…
Painful Ingredients of Performance Appraisal
This kind of scenario is nothing new to a performance appraisal season in many companies. This is more or less what the HR experiences when the process is not going as planned. The frustration really builds up because eventually, the onus is on the HR. Employees keep coming to them for salary updates. HR cannot do anything without the successful closure of the appraisal process!

According to the PwC report, the major pain points of performance appraisal in India are:

1. The Employee is not clear of the expectations and does not trust the outcome of the process.
2. The Manager is unsure of how to give ratings and how to give feedback in review discussions.
3. The Process itself is not objectively defining the performance and the behavioural component is difficult to measure also.  

HR’s Pain in the Performance Appraisal Process
Performance appraisal is supposed to be objective in nature. Managers are supposed to judge their teams and simply mark those who need improvement and others who are meeting standards. Not all can do this perfectly, though.
● The Un-Timely Submissions
The scenario mentioned above may have been exaggerated but there always those last minute or heavily delayed submissions that are painful for HR people. It upsets the system and delays the process for everybody.
● Questionable Review Quality
The never-ending cycle of reminders to send individual employees and managers is painful. The walking on the floor to personally go and remind people to do self-appraisals takes up a lot of time. How is it possible to make sure discussions are happening correctly then?!
● Mound of Paperwork
Manual system updates, making excel sheets, tallying figures is painful for HR people. It is especially frustrating to keep going back and forth on the sheets when submissions come so slowly.
● Addressing the (mis)Understanding of Managers
After all that, to deal with managers who think this performance appraisal is a complete waste of their time is painful for HR people. How to articulate the right reasons to do performance appraisal to them!? 
Smart Solution for Smooth Performance Appraisal
Technology is one of the best solutions to solve the painful elements in performance appraisal for HR people. Firstly, a performance appraisal application will streamline the process. Then think about how convenient will be to access for all stakeholders! Managers and HR people can look to the pending list straightaway and take action, without wasting any time! Here are other benefits to using technology: 

1. Automated reminders and pending list and compilation of ratings saves time and much efforts of the HR people.
2. Process flow chart makes it easy for employees and managers to follow. 
3. An online system saves paper and keeps all documents safe, secure and easy to access. 

Our cloud-based system helps you reduce installation costs and your HR people can access all data remotely and securely, at a touch of a button! All this makes the painful appraisal process a productive one. 

Debiprasad Das the SVP & CHRO, CEAT says “Effective performance management starts by contemplating some key questions in the context of your organisation.” 

So, what are the painful ingredients in your company’s performance appraisal process? If you want to turn your painful performance appraisal process into a fruitful one, contact us today.