Wouldn’t you prefer a sexier name?

Do you remember that a couple of months ago I asked you about WHAT the main purpose of your performance appraisal is.

Do you remember the answer?

Have you been thinking all along your professional career – like most of the managers I have worked with – that the purpose of the performance appraisal is to asses performance, to measure goal achievement, to see if your employees “deserve” a salary increase, etc.?

Do you dislike performance appraisals for this very reason?

Do you do performance appraisals because you “have to” – not because you “want to.”

If so – you are ripe for a treat …

The main purpose of your performance appraisal is to help your direct reports grow.

Now:

If the purpose of the performance appraisal is to help your direct reports grow – why then is it called “performance appraisal,” “performance assessment,” “performance evaluation,” “performance review,” “employee appraisal,” etc.?

It doesn’t make sense – does it?

I have no idea who came up with such intimidating, unpleasant and scary names.

If managers and employees knew that the purpose of the performance appraisal is to help direct reports grow – probably the performance appraisal tool would not be such an unpopular tool.

Anyway …

The point of this April’s newsletter issue is to suggest to you a new name for this tool.

If you name it differently – you might also communicate to your employees the true purpose (and value) of this tool.

If you name it differently – your employees might improve their attitude and receptivity towards this performance improvement tool.

If you name it differently – you might increase your direct reports’ performance in the long run.

Here are a few suggestions for a new name.

Make your pick – or get creative and come up with a name all by yourself.

Either way – just make sure you use the words and phrases that are appropriate and aligned to your organization’s culture.

Here are some suggestions …