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April 28, 2008 6:00 AMShould Employee Appraisals Be Fun?A recent post over at the Evil HR Lady blog got me thinking...Category: Performance and Talent Management Employee Evaluations A recent post over at the Evil HR Lady blog got me thinking... should employee appraisals be fun or not? For those of you not familiar with Evil HR Lady - HR professionals write in with their questions and she provides the answers, usually with some humor and commentary. Someone recently wrote in about how her boss wanted her to find a way to make employee appraisals empowering and fun. The response to the question was that "employees will NOT respond positively to any sort of "fun" appraisal process." She then goes on to say that empowering employee appraisals need to be objective and realistic. I think this is a great point, and an area where many organizations continue to struggle. While trying to make appraisals "fun" may seem extreme, I think I know what the manager was ultimately getting at, which is "how do we take the fear out of the process?" We all know how scary employee appraisals can be - especially in some organizations or with some bosses. And we all have that nightmare story to share. Taking the fear out of the appraisal process should be a major priority, and one of the best ways to do that is to demystify the process. Engage employees year-round so they know what they are supposed to be doing and what is expected. Have them contribute. These may not be groundbreaking ideas for some organizations that have strong employee performance and talent management programs and systems in place, but these represent a major change in others. So then, can appraisals be fun? It depends on your organization’s culture. Ultimately the appraisal process should reflect how the organization conducts business and manages its employees on a day-to-day basis. Any program or system must match with your organization’s approach in order to ensure acceptance from employees, managers and executives. Reminder emails that say "hang 10 dude" may not be a fit for a Fortune 500, but maybe they would be for a surfboard manufacturer. More important than finding the fun in employee appraisals should be finding a way to do what Evil HR Lady suggests - make them objective and realistic - and the rest will fall into place from there. Should employee appraisals be fun? What do you think?
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July 11, 2008 5:00 AMTaking the Subjectivity Out of Your Employee Performance AppraisalsCategory: Performance and Talent Management Employee Evaluations  If like most companies, you use feedback and ratings from your employee performance appraisals to drive decisions around compensation, promotions and training, then ensuring consistency in your employee reviews is critical. Even if you're not using performance evaluation data to make these decisions, employees need to perceive a sense of fairness in their reviews. A perceived lack of fairness quickly translates into employee dissatisfaction and disengagement. MORE 
July 9, 2008 5:45 AMAchieving 100% On-Time Completion of Performance AppraisalsCategory: Performance and Talent Management Employee Evaluations For hospitals and other healthcare facilities that are subject to Joint Commission regulation, on-time completion of performance appraisals is a key priority. Often healthcare organizations struggle with trying to have all appraisals completed at all, let alone on time. Rockford Health System has been able to actually achieve 100% on-time completion of performance appraisals for nearly 3,000 employees, and I wanted to share a bit of their story. MORE
June 23, 2008 5:15 AMHealthcare Organizations Creating a High Performance WorkforceCategory: Performance and Talent Management Employee Evaluations Succession Planning Pay for Performance HR Software Traditionally, the healthcare arena wasn't one in which cultivating a high performance workforce had been a focus. Merit pay increases and spot bonuses just weren't part of the picture for most healthcare workers. MORE
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