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Movies and Staff appraisals

When sitting and watching your favourite movie or TV boxset, how often do you hear:

“That was the guy in that other movie” or “I recognise him/her from something, what did I see them in?”

I’m afraid to say that I’m that person. I can almost instantly recognise, remember and annoy people with this information. I seem to have an uncanny ability to remember not only the people on screen but most the the lines from the movie as well.

You might be wondering what these movie references have to do with staff appraisals.

Unless you have an annoyingly super-reliable memory like this guy, it can often be quite difficult to remember your projects or tasks. Some you worked on months ago. Your supervisor/manager might not be able to acknowledge the really good work you did on it as neither of you can remember that far back.

How often should we have Appraisals?

A key criticism of the annual appraisal is that unless you take copious notes of the work you have completed throughout the year and note the fact that you completed it like a rockstar, the appraisal is often based on what you or your manager can remember happening a lot more recently.

For some, it is hard enough to remember work activities from a few days ago, let alone weeks or even months ago. Even with social timelines, the chances of you posting your failures is pretty #unlikely.
Should something you did amazingly well almost a year ago, cancel out the string of mistakes and performance issues you have been suffering from the last few months?

Was that one rockstar project a fluke?

Have the subsequent 15 projects crashed and burned? There are different schools of thought when it comes to the frequency of staff appraisals but there is a growing trend that suggests more often is best. In fact a recent article by Harvard Business Review cites that even the likes of Microsoft and Deloitte have the ditched the annual appraisal altogether, for something a bit more achievable.

Here at achievedly, we have also experienced the move to the little and often approach. Having worked with UK FTSE 250 multi-national companies (see who we have worked with) over the last 4-5 years, this almost constant feedback loop has become more prevalent.

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