Today was hectic.
Performance appraisals when done positively, can edify and motivate. However if it's done without that face-to-face or close working relationship, can lead to disgruntlement.
I had a curt SMS from a staff who asked me why I rated her lower than her direct supervisor.
Another appraisal was done in person. Had a fairly long chat with my indirect report. Not easy to manage her expectations. How does one convey shortcomings without demoralizing or frustrating staff? Or is my assessment truly based on objective facts? Will my assessment matter anyway?
Decided to start the session by focusing on her core areas (eg her role in working with her direct reports)and functional areas. Had to remind her about the balance in all areas of work that have been assigned, more so if she has decided to take a back seat to allow the juniors to shine.
It wasn't easy - how to tell the staff that she has taken work done by others as her own becos she thought that she has guided and given them inputs to execute. But she did not realize that perception is otherwise. Likewise, when she proudly said that she has allowed one of the team members complete control of a project; little did she realize that others saw that as a lack of active leadership.
It's really tough to tell someone so senior that she is not as good with her interpersonal or leadership skills as she thought. How to let her know that her report card contains info on collective achievements but her individual value add is not apparent. Hints were thrown and evidence were sought to prove her contributions.
In retrospect, this may be better than telling someone the brutal truth, no matter how sincere we may be. Then again, it may not have been a good session cos it was not outright praise.
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