'Guilt-Free' No Rating Performance Appraisals

Key Point: Performance Appraisals can cost you far more than any benefits you may derive from them

Below are 3 tips on what to do to get yourself reading for a no-rating performance appraisal.

If you want to successfully shift to a no-rating performance assessment, be prepared to do quite a bit of pre-work. 

There are several important mindsets and systems that need to be in place - before you make the leap into changing your performance appraisal system. Be warned! There are many, many more elements than I share here, to create a successful no-rating performance appraisal, but my hope is this will help with your research.

Performance Appraisals are often painful for everyone!


Pay Close Attention to the Label You Give Your Program

Rather than calling it Performance Appraisal or Performance Review, give it a different name. (The way you language things is very important.  Who would you rather work for a supervisor or a leader? Quite different pictures come to mind right?  Think of the picture that comes to mind when you say performance review or performance appraisal vs performance growth.

FYI: One of my client calls their system "My Success Program" and another "Performance Growth".

Below is a pdf called, "My Success Performance Growth". In it you'll see two different types of forms that each of these clients chose to use for their programs. It is important to note that both systems are based on the Solutions Focus coaching model - which we had taught leaders some months before moving over to the new system. If you haven't used Solutions Focused Coaching before, you can find out a bit more about it here.


Inspire people to think like business owners

Teaching a business owner mindset to your team members, sets them up for taking self-responsibility for their success. You can find out more about this mindset in this free video training. If you want to go into greater depth you can download the entire course. In the course there are also self-assessments that you might like to think about for your performance review system.


Make sure regular one-on-ones are a part of your culture

Self-assessment and regular one-on-ones throughout the year are key to this system. Once your team members have the mindset of high-performance employees (see the link above) - this makes this process a lot easier. Here is an a program about one-on-ones. I encourage you to ensure that this system of regular 1-on-1s is working well in your organization BEFORE you go to no ratings appraisals.

A culture of regular (weekly/fortnightly) performance discussions means the annual conversation becomes more about growth and development than looking in the rear-view mirror at past performance.

If an individual is under-performing you would have been handling that using a different process.

To Help You With the Presentation Documents

Below are some documents you can use to help you present a new no-ratings performance appraisal system.

There is a pdf which contains a couple of example forms. The Powerpoint and Keynote are both the same document. These may be useful as you think about presenting to key stakeholders your aims in shifting to no-rating.  

Please note. I have purchased all the images in the presentations, however, that DOES NOT give you the right to use them. If you use them you are likely to come unstuck with copyright laws. You need to source your own images.

I've includes some very brief comments in the notes section in each of the presentation, which should help you with context for each slide. But to add a bit more clarity here are some extra notes.

Slide 2 - is to remind participants of the goal alignment process that we had previously put in place. You can find out more about Goal Alignment here. You probably already have something similar in your organization.

Between Slide 3 and 4 is a hidden slide that helps to model out the HR functions - again this is likely something that you will have already covered with your leaders and team members, but I've added it in there, just in case.

Slide 5 shows the three elements you should have in any performance agreement with an individual.

Slide 14 switch out the $50/hour for whatever is the average employee hourly rate in your organization and the number of employees to make the slide work. 

Between slide 28 and 29 is another hidden slide. Which is just a bit of map of the relationship between learning and the various HR elements it impacts upon. You may or may not find this useful.

To Help You with the PDF

The forms I've shared with you are the ones we used with leaders. The first form (page 6) you will see highlighted the words "engaging and inspiring people" you would swap those words out for each behavior/criteria you want the team member to review. My recommendation no more than 5 key behaviors/criteria.

One of the programs I've used to help organizations move toward a high-performance mindset culture is Thought Patterns for High Performance. Come across and take a sneak peak at how this transformational program could work for you.

Feel free to email me if you'd like more information on the program (we have facilitators around the globe). I highly recommend that you consider this program as one of the tools to get your leaders and team members ready for high performance and no rating performance appraisals. 

Feel free to contact me if you want more information. All my contact details are on the last page of the PDF.

I wish you well, it is an exciting adventure and one that you and your leaders will love, once you get all your systems in place to support it. So much more engaging and empowering for everyone!


Note: The Keynote and Powerpoint are exactly the same ... just giving you options