In corporate world, KPI/PMS, performance management is critical tool.
Every industry, every sector will have different ways of measuring same.
Now, let’s talk about self-appraisal, say which is absolutely for yourself & you are not supposed to share with anyone. You are supposed to feel happy or sad about same without any external evaluation.
What should be measure in that case. Different opinions, someone feels that your performance is when you see the organisation or your contribution after two-three years of you leaving the role. This line or thinking says that your first year performance is actually not your performance, but it’s hard work of your predecessor. Your first year work will give you results in second year. Also, how good your are as performer & as human being is measured how you plan for the future of your organisation, indirectly not for yourself but your successor.
Someone feels that one of the measure can be number of people required to fill the vacuum created by you. Create situation-Grow business so much that three human Resources required to replace one.
Someone feels that how you reduced overall cost of manpower & skills required at same level of work by improvising processes & reducing risk. And yes, most important, how you have reduced your importance & dependency in the processes.
There are softer thoughts like how many friends you created, how much network you expanded for self & organisation. How many people are happy to be in touch with you after you are not in power position or helping position.
Measure of success is when people ask your advice not for business relation but personal situations.
Some believe that it should be measurable in numbers & numbers should be same from top to bottom. Like if subordinate failed, line manager has also failed. If most line managers have failed than even top management has failed.
Some believe that Resources make someone in team hero & someone zero. As a line manager, if he/she wants to make someone zero in the team, it’s not impossible. Basic bias of line manager to make someone hero or zero flows very fast across organisation. Vendors start focusing less on that individual, if vendor doesn’t, vendors bill processing becomes slower, so vendors start getting message. Vendor’s bills get misplaced. Marketing & Sales budget allocations become skewed. Infrastructure upgrade become fast or slow. Internal Approvals process becomes fast or slow to motivate-demotivate. Visibility become high or low, competition area mapping definitions change.
Some believe that when vendors stop sending you Diwali gifts, means they have digested your integrity message 😁. And once integrity & character certificate are established, even toughest improvements are digested.
Everyone is free to have own measure as ultimately your appraisal in your eyes matter the most. One should be happy with what she/he has contributed as per self values.