Staff survey after staff survey have been communicating message to organizations for many years. Staff do not like and distrust the annual performance appraisal process. Staff engagement and morale, never mind performance, all are negatively impacted by it.

Performance appraisal does satisfy 3 needs.

1. A manager’s to communicate the ‘I have power of you’ message to direct reports.

2. An organization’s need to tie performance to reward.

3. An organization’s need to encourage manage to engage and to inspire their direct reports to performance.

Fortunately, there is a better way. Performance contracting is a look ahead performance management process that engages staff, and inspires them to self evaluate their performance.

Roelf’s e-book explores all of these issues. He describes an alternative to traditional performance appraisal that has proven itself in world class organizations.