Contemporary performance appraisal C&D

C.

Today, performance management and the employee experience are being framed in very different ways from the past. The performance appraisal is being criticized and even rejected for good reasons. The challenge is that we still need the content of the appraisal for many different reasons. At the same time, many organizations and professional environments may have gotten to a point in the evolution of work that the use of traditional performance appraisals may have come to their natural end. However, there are still many organizational contexts and commercial settings where the old approach or something like it will be necessary.

The HR concept of the employee experience comes from the field of marketing and seeks to provide HR professionals and their clients a very different perspective of work and the workplace. This means many different things to different people. From well-conceived and executed onboarding processes, to access to good cuisine, an accommodating place to work, opportunities for advancement, work rotations, and personal growth. The challenge is to create the best possible experience for the employees in the organization, which will attract employees with high potential to make valuable contributions. Determining what makes work a positive experience by a significant majority is similar to benefits programs but from the view of demographic influences. There will be generational differences and lifestyle-oriented preferences.

For this discussion, help Dana and Kimberly create talking points for the HR VP on the following:

* Contemporary performance appraisal approaches:

* No more performance appraisals?

* The employee experience.

D.

Alley and Robert had an interesting and insightful visit from their neighbor down the hall who is about to become a career changer. However, there was more to Molly’s visit than asking for a little advice.  Alley, Molly and Robert’s conversation reminds us that what a company does matters to the brand of the organization and how it is perceived and respected by customers, employees and their families. Image matters, and organizations must pay attention to their brand. Not having any visibility is as unfortunate as a negative public image. Positive branding and such items as logos and company prestige often means a bigger market share and respect and appreciation from the community.

* Consider organizational brands that you view as positive and others you view as negative. What do the positive companies have in common, and what do the negative companies have in common in your opinion?

* If you were an HR pro with a company that had a neutral reputation, what might you do to improve it?