Some newspaper managements have lately joined the KPI via performance appraisals bandwagon merely because it is fashionable to do so. Their rush to jump on this bandwagon has resulted in many employees feeling disgruntled and demoralized. This is caused as many of the implementers of performance appraisals do not really understand the science behind key performance indicators and performance appraisals.
Many an appraisor treats performance appraisals as a punitive tool to knockdown an employee or deny him certain benefits for various reasons. KPI and performance appraissals are meant to evaluate employees and help them become more valuable to the company. Thus, the appraisor must be well trained, understand the objectives clearly and most importantly be unbiased in assessing employees. The implementers must also establish clear mechanisms to identify appraisals that smell of outright biasness and correct it.
Performance appraissals become important tools for promotion and merit increment assesments. However, it should not be used to discipline employees or deny them profit sharing e.g. ex-gratias or bonuses. For disciplinary cases it is essential that normal disciplinary procedures should be used to correct employees.
Newspaper managements must engage in more discussions with their union on this issue to maximise the effectiveness of KPI and performance appraissals for company.
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