This years appraisal/performance review/objective setting has come round and I have a different Line Manger (LMgr) from last time round. It seems he's going for a more everyone-the-same approach rather than previous LMgr who discussed the objectives properly and treated us individually. I can see the merits of this "fair" strategy but
As a result I have a list of 29 objectives and while some overlap that seems excessive to me. I have nothing to compare it to so, MN please tell me what you would view as normal.
Additionally some of the objectives are very poorly written, or not relevant to the work I have been doing so I'll be asking LMgr to change some anyway; wondering whether to push back on the sheer number also.
We have about 5, with the expectation that more will be set around mid-year or as other projects come to an end.
I think some of it depends on job role, and the sort of work undertaken. And I also think there should be some distinction between relative and absolute performance. So you could have someone doing brilliantly in terms of the team, but they're basically coasting, because they're capable of much more. Or vice versa - they're not doing as well, but they're new, and in that context, they making brilliant progress.
We were tuped to another company 18 months ago My team didn’t get any last year. No appraisals no feedback no targets nothing. With some of us as part of the move we are on a bonus scheme that if we reach our targets we get a 5% bonus we are in siscusion with the management over this at the moment but get the feeling they will get out of it one way or another. We have also already contacted acas and are ready for a fight.
fuzzyduck I've been in that situation in the past, but we collectively let it go since it had no impact on our pay rises (no bonuses here). Then the following year when we were told that meeting our objectives would affect our pay rises, we subsequently found out that the pay rises had been decided before the appraisals took place. Good for morale that!
Thanks for your help. I'll see what I can do to minimise these!
In my experience there is no normal. Each company I have worked for have done it differently. One wanted us to set them ourselves, another wanted to do it, another company wanted the objectives to be duties that we do as part of our roles, another wanted them to be tasks related to our job but that enhanced our roles and another wanted us to have tasks that were completely separate to our roles. In my current job my objectives are monthly and are really just a record of the duties of my job. This is my least favourite approach as it is basically a to do list and I could do this separately in the form of regular updates. Consequently I don't have any yearly objectives. It's bizarre. Plus I only work 0.45 fte and the objectives set are really for a full time person but that's another matter entirely.
29 objectives is counterproductive though.....unless it's a list of your regular duties.