Critical Analysis of Replacing Annual Performance Appraisal Process with Check-Ins: Case of Throwing the Baby with the Bath Water

CRITICAL ANALYSIS OF REPLACING ANNUAL
PERFORMANCE APPRAISAL PROCESS WITH
CHECK-INS: CASE OF THROWING THE BABY WITH THE
BATH WATER

Critical Evaluation
Information presented in the article regarding the appraisal process that is generally utilised
by the organisation is worth discussing because of the urgency in the current situation. In
current time is quite relevant as because motivating of employees in an organisation is
deemed to be one of the most important aspects to be considered for the future elevation of
Business Development graph. A general specification that relates to the understanding of
stack ranking and forced ranking system are well evaluated and critically processed in the
article. Your article is discussing the importance regarding the relevant topic of replacing
annual performance appraisal with chickens in organisations. The topic heading of the article
present says that the organisation is throwing their employees who are considered to be their
babies in bath water (metaphorical way). The article has discussed clear information related
to the evidence that is needed in order to understand the requirement for implementing check-
ins rather than annual performance report. The dynamic information that arises due to the
ever-changing business environment in society is taken into consideration in the article to
evaluate every slight change that happens to be demanding the appraisal system to be
changed.
The articles discuss regarding the changes in the performance appraisal system by Adobe in
2012 is still a hot topic in terms of understanding the requirement for knowing the exact way
to appraise the employees in the organisation to make them feel motivated (Liu, Gong, Zhou
& Huang, 2017). This form of changes in the performance appraisal system was then
followed by Microsoft and Accenture as mentioned in the article. With the clear change of
mentality from annually to weekly is quite dramatic in its own way.
The article says that performance appraisal time is a time of stress for the managers and
employees of an organisation as because of every other operation in the organisation that the
actual stop. This aspect of the performance appraisal system is quite genuine and evidently

discussed in the article. To know that the performance appraisal system is time taking option
to analyse the performance of the employees and overly. Performance appraisal system
requires changes and personal evaluation to critically justify every work done by the
employees within the organisation for the last financial year. It is therefore quite justifiable to
say as said in the article regarding the stress of the managers and the employees. As
considered by Cappelli & Tavis (2016), the performance appraisal system is quite stressful
and a part of the fraction when it comes to the mental stress management of the employees
and the manager of the organisation
The article has positively undertaken the analysis of performance appraisal system to their
very own depth and has made us clear regarding the small bits of problems that the traditional
performance appraisal process has. The clear and distinctive aspect of this article is related to
the understanding of the situation where an employee is not able to make the benchmark
which leads to the situation where the organisation mark them as the one who has not met
with the expected. Such kind of situation as discussed in the article demotivates employees in
the organisation and it is completely viable to support. As supported by Levy, Tseng, Rosen
& Lueke (2017), Performance appraisal in front of every other worker in an organisation has
both a positive and negative impact. The figures that the employee presents in front of the
manager in an organisation are this basic calculation done by the managers after the
evaluation of the whole financial year of work by the single employee. Such an act according
to me is quite a time taking as justified by the article and also leading towards a situation
where the calculation might lead to dissatisfaction of wrong evaluation.
When clearly discussing the information presented in the article related to the importance of
performance appraisal be observed that it is described as a measurement tool identification
option and observing expect that must be kept in mind in order to evaluate the changes that
are required in an organisation. With a very clear answer, we can justify that the article has