{"id":26700,"date":"2024-05-17T07:15:31","date_gmt":"2024-05-17T07:15:31","guid":{"rendered":"https:\/\/www.emmaginer.com\/100-anos-de-desempeno\/"},"modified":"2024-05-17T07:23:08","modified_gmt":"2024-05-17T07:23:08","slug":"100-anos-de-desempeno","status":"publish","type":"post","link":"https:\/\/www.emmaginer.com\/en\/100-anos-de-desempeno\/","title":{"rendered":"100 years of performance"},"content":{"rendered":"<p>A few months ago, I was interviewed on the podcast of a famous HR SaaS to talk about how to manage talent and what tools we should use. As usual in my speech, I talked about the urge of moving away from the old performance appraisal and focusing on other approaches<!--more--> that better fit the current need of organisations. A few weeks later, I got a call from the SaaS product team telling me that they had added a new talent management feature to their tool and that, as they were delighted with what I had said in the podcast, they were inviting me to lead a development workshop they were organising. Just that morning I had seen an ad on LinkedIn about that new feature and, oh surprise, it was an automation of the performance appraisal. I politely commented to the product guys that, if they had listened to the podcast, they would see that my speech was the opposite to what they were presenting, so, no matter how much they liked what I was saying, there was no point in doing a workshop with me if they wanted to sell their tool. The product guys, with a sigh, thanked me for my honesty and told me that they had actually developed the new feature based on performance appraisal because it was \u2018what customers were asking for\u2019. And I don&#8217;t blame them. After all, their business is to automate, not to create truly new tools for HR. But what I am wondering over and over again is: <strong>why do we in the HR community insist on keeping this toxic relationship with performance appraisal when it has been generating multiple dysfunctions and organisational attrition for years?<\/strong><\/p>\n<p><strong>The first performance appraisal dates back to 1920<\/strong>, when we were in the midst of the productive society model. Two years later, <strong>in 1922, the first job description appeared<\/strong> (another outdated and problematic concept). Both tools made perfect sense in that context, but more than 100 years later, in 2024, when we are all immersed in the worlds of Employee Experience, Employee Value Proposition and a thousand other narratives aimed at <strong>valuing the person and not making them feel like a mere productive resource, using tools that keep the essence of the post-industrial revolution is shooting ourselves in the foot.<\/strong> And even more so if we take into account the <strong>dangerous use we make of evaluation when we link it to rewards<\/strong>: is it a development tool or a compensation and benefits tool (and it&#8217;s no good answering \u2018both\u2019)?<\/p>\n<p>Perhaps at this point I will anecdotally come across some performance appraisal romantics who will tell me that in their company this tool works perfectly well. Well, I would suggest that them to talk to their internal customer and they will probably discover that this is not the case. <strong>Performance appraisal is one of the tools most detested by non-HR people in an organisation. In fact, I know of many cases where HR teams have to enter the appraisal data for their entire organisation into the software themselves because they can&#8217;t get their internal customer to do it. <\/strong><\/p>\n<p>It is also possible that <strong>someone will open the can of worms and mention the need to measure teams. We can measure, yes, but with a tool of objectives or OKRs, not with an appraisal <\/strong>(I insist: appraisal is a development tool, not a compensation or productivity management tool).<\/p>\n<p>So, <strong>let&#8217;s start by thinking about the why and what for of performance appraisal<\/strong> because most of the problems it creates are due to not being clear about the purpose of the tool. <strong>Do I want to measure people to reward or manage production? Then we need an objectives tracking tool<\/strong>, not an appraisal. <strong>Do I want to develop the talent of my teams? Then the appraisal can evolve into a development conversation, not focused on production or reward objectives, where the focus is on making that talent thrive<\/strong> in any direction (vertical, diagonal or horizontal), without incentives linked to it.<\/p>\n<p><strong>Dear HR community, let&#8217;s stop \u2018rethinking appraisal\u201d and sacrifice ourselves for a tool that does not deserve it<\/strong> (no matter how much time and money we have spent on it). Let&#8217;s thank it for 100 years of relationship, let&#8217;s put it in the museum of HR tools and let&#8217;s move on.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>A few months ago, I was interviewed on the podcast of a famous HR SaaS to talk about how to manage talent and what tools we should use. As usual in my speech, I talked about the urge of moving away from the old performance appraisal and focusing on other approaches<\/p>\n","protected":false},"author":3,"featured_media":26691,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[155],"tags":[372,1360,371,1101,1880,1857,460,1789,1858],"class_list":["post-26700","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news","tag-appraisal","tag-appraisal-2-ca-en","tag-development","tag-peopleandorganisationrocks-en","tag-performancereview-en","tag-rewards-en","tag-sexyhr-en","tag-shakinghr-en","tag-talentmanagement-en"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>100 years of performance - Emma Giner<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.emmaginer.com\/en\/100-anos-de-desempeno\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"100 years of performance - Emma Giner\" \/>\n<meta property=\"og:description\" content=\"A few months ago, I was interviewed on the podcast of a famous HR SaaS to talk about how to manage talent and what tools we should use. 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