Optimizing the performance of the company’s management system is one of the main objectives of the Human Resources sector. Even if there is already a significant collaboration between the employer and the employee, the ideal is that this bond becomes even more lively and more intense. This is where the Participatory Assessment of Objectives, also known as APPO, comes in.
The tool, redesigned and restructured from the old concept of Management by Objectives (APO), has a formulation with innovative techniques that reflect more directly in the reality that the organization lives. Unlike the APO, the APPO is more didactic and democratic, without provoking a tension in the employee or promoting a tuning of autocracy and authoritarianism within the company.
What is an APPO?
The Participatory Evaluation of Objectives is a resource capable of promoting a more meaningful relationship between employees and managers with an emphasis on the participation of all individuals. Unlike the APO model, this new type of evaluation is more democratic and does not present restrictions so that all employees can contribute to a good administrative system of the organization.
At first, the APPO has a less centralized and inflexible feature. This is because the Participatory Evaluation of Objectives is responsible for motivating all employees from any sphere of work and for stimulating resource negotiations for a certain purpose.
Steps of an APPO
This modern model of evaluation should be done in six steps. Each company can perfect this routine in its own way, but these six steps are fundamental in the process:
- Determination of consensual goals;
- Commitment of all employees to achieve the objectives outlined;
- Direct negotiation with managers on the moderation of the resources and strategies needed to achieve the objectives, be it materials, equipment, personnel training;
- Choose the performance action;
- Monitoring and measurement of partial results in comparison to the objectives outlined;
- Continuous feedback (knowing how to perform self-assessment and intervene with actions if work is not working).
Benefits of Participatory Evaluation by Objectives
One of the main advantages of the Participatory Evaluation of Objectives is its ability to allow Human Resources to adopt various modalities of collaborative work to improve the work of managers and employees and generate an approximation of realities. Since this is a sharper method, it is possible to notice more clearly what is correct and what is wrong with the company.
The biggest benefit, however, is felt by the employee – who feels more valued and learns to do a self-assessment and maintain self- motivation to achieve a goal as a whole. This creates confidence, self-mastery, and ability to notice and develop specific skills that can positively influence your work in the future.
The APPO, although it is still being shyly welcomed by some companies, has much more to offer than to demand from a company. Its implementation reflects not only current results but also future ones.