A client asked me a question in a frustrating tone, “Tell me a simple way to do a performance appraisal.” Before I started to respond he continued with, “Not in consultant jargons please. Just the simple and down-to-earth one.”
“Well, the simple one is usually the most difficult one,” I said jokingly.
“Well, this is the answer as a friend… for me it’s very simple to identify the star and average or poor performer:
- If he/she makes me say ‘Thank God, I have him/her!’ then he/she is the star performer.
- If he/she makes me say ‘Hmm… he/she is satisfied with this level of work?’ then he/she is the average performer.
- If he/she makes me say ‘My goodness, he/she ruins my day again! What a headache!’ then he/she is definitely a poor performer.”
He smiled and nodded when I mentioned about this simple performance appraisal. Yeah, I know company needs a proven tool to do performance appraisal to overcome unfair treatment and to provide a proper discussion channel for performance improvement but for me it’s just this simple: whether you make me proud or frustrated. *smile*