Scenario

If you've ever had a performance appraisal where the person conducting it really cared

about the process, you know first hand the motivational impact. Unfortunately, that's

rarely the case. Appraisals are generally poorly researched and written, leaving the

employee feeling unappreciated and demotivated. Given the business and human resource

management implications, the ability to provide effective feedback-recognition and

developmental is an essential management competence and a critical HR and

organizational priority.

Your Task

The firm's Employee Engagement principal was particularly impressed with your

Onboarding presentation and has requested your assignment to a second project with

significant engagement implications: reimagining the Performance Appraisal process.

Specifically, the principal has asked you to review the appraisal best practices and

techniques discussed in Module 9 and conduct additional research as necessary to develop

a 2-3 page outline for a performance appraisal training program that incorporates that

learning and addresses issues i.e., cognitive bias.

Your outline should reflect an understanding of Kim Scott's Radical Candor, Lenny

Rachitsky's Performance Management System, and the agile methodology Peter Cappelli

and Anna Tavis discuss in The Harvard Business Review article "The Performance

Management Revolution." Since you will be synthesizing existing material, be sure to give

credit where credit is due and cite sources appropriately.