Site Areas
-
HOME - An Alternative To The Traditional Annual Performance Review: The Hooper-Bacal Model
- Workplace Bullying As A Performance Issue
- Bacal's Articles On Performance Management
- Frequently Asked Questions About Performance Reviews
- Performance Management Tools
- Managing Performance Free Library
- Our Performance Management Services
- The Complete Guide To An Effective Performance Management System
- Guest Articles On Appraisals and Reviews
- Bacal's Books
- Our Free Videos
- Third Party Videos
- Understanding Employee Performance
- Managing And Evaluating Job Performance As A Management System
- Understanding The Complex and Startling World of What Determines Employee Productivity
- The Wacky World of Employee Rating Forms and Documenting Performance
- Your Guide To Performance Management Methods - From Ratings To Rankings, Critical Incidents, and 360 Multi-Rater Feedback
Performance Tutorials
Using The Hooper-Bacal Method DESPITE Your Corporate Performance Appraisal System
Most companies of any size have an existing performance appraisal system that focuses on reviewing performance in the past. The most common method used is some sort of rating system, but that's not effective for IMPROVING PERFORMANCE in the future.
Unfortunately, companies often require managers to use the system provided to them, often driven by needs of convenience, and human resources departments with their own, different concerns about employee performance.
So, it appears that when it comes to doing the right things around improving performance, managers are "stuck" with what they are given.
WRONG!
Adding To Broken Corporate Employee Review Systems
It may be that managers are expected to do what they are asked, and comply with company policy, but that doesn't mean you can't augment the inadequate system provided with just a few extra things that completely change and improve the process.
Since the Hooper-Bacal method is future looking, not past focused, and because it doesn't concentrate on the review component, but on communication and goal setting, it's easy to add it to what managers do, DESPITE the existing system.
All that is necessary is to add the goal setting conversation to the mix, and the ongoing communication component, and you've changed things. You can even add the Hooper-Bacal form, and that's my recommendation.
There's nothing to say that, for example, you must use a rating system, that you can't add the form to your arsenal, and use it to add to the system. If you like you can also add monthly, or regular status update meetings. Since the use of the form, and update meetings don't take up much time at all, and they can convert a rigid, ineffective system into a better one, there's hardly any downside.
Use the forms for your own use, or if you can, use them to add additional documentation to the material you have to send to HR.
Conclusion - It's Your Job To Improve Performance Employee By Employee
The benefits for everyone in having a way of managing performance that works are huge. Managers who add in what they need to their existing system for the purpose of doing their jobs -- managing and improving performance will themselves reap the benefit of more engaged staff, better staff relations, and reduce employee mistakes and errors.
If managers want to do a better job, AND reap the benefits, then it simply makes sense to add on the Hooper-Bacal components to the existing system.