--- title: Why does Performance Appraisal fail? description: Answers the questions why does performance appraisal fail to live up to our expectations - and what we can do about it when thinking about updating our performance management approach --- [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) - [About Us](https://head-light.co.uk/what-makes-head-light-different/) ### [Our Clients Our clients come from industry, justice, government and not for profit sectors.](https://head-light.co.uk/our-clients/) ### [Case Studies Find out what people have said about Head Light and how we have helped.](https://blog.head-light.co.uk/case-studies) ### [Client Charter We like to be clear and upfront in how we work – and how we won’t work. 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It requires robust and secure software, solid processes and great administrators.](https://head-light.co.uk/administrator-training/) - [Our Blog](https://blog.head-light.co.uk) - [Blue Light Services](https://head-light.co.uk/blue-light-services/) ### [Blue Light User Group Sharing talent management best practice and collaborating on new features to the Talent platform.](https://head-light.co.uk/blue-light-user-group/) ### [Talent Management for Police 360, PDR and talent and succession planning for police officers and staff.](https://head-light.co.uk/talent-management-for-police-forces/) ### [Talent Management for Fire and Rescue Services 360, PDR and succession planning for fire and rescue services.](https://head-light.co.uk/talent-management-for-fire-and-rescue-services/) [TELL ME MORE](https://head-light.co.uk/contact-us/) # Why does Performance Appraisal fail? --- ### Performance Management promises much - but invariably disappoints at all levels. It can enhance individual and organisational productivity, improve working relationships, identify development needs, close skills gaps, enable career progression and enhance employee engagement - and yet, all too often, it fails to meet expectations. In our experience as talent management software specialists, there are six main reasons why performance management fails to live up to expectations - and Ian Lee-Emery, MD of Head Light, has written about these in [Training Journal](https://head-light.co.uk/wp-content/uploads/2014/10/TJ_OCTOBER2014_Fulfilling_Performance_Management_potential.pdf). 1. **We’ve all forgotten why we’re doing it.** The ultimate goals of talent performance management are rarely made clear either to those responsible for conducting appraisals or to those who are about to be appraised. Also when the focus of performance management comes down to the mechanics filling in a form, the process descends into a tick box exercise in HR compliance - and any real value can be lost. 2. **Many managers really don’t want to do it.** Performance management in its truest sense isn’t difficult; most managers simply don’t like doing it. Giving effective, honest and constructive feedback – and having ‘courageous conversations’ about under performance – takes them outside of their comfort zone. 3. **It’s trying to do too much - and that’s getting in the way.** All the different stakeholders want different things from the process and it cannot deliver everything to everybody. 4. **It is vulnerable to poor practice.** Performance management can be susceptible to subjective, unjustified and inconsistent ratings as well as ‘blind spots’ or tensions between a manager and an employee. If you don’t set up the process to assess people against relevant criteria, performance management falls at the first hurdle. 5. **Cultural blocks can get in the way.** The culture of the organisation – in terms of the attitudes that prevail – can be a key enabling (or derailing) factor in performance management. For example, organisations which have an autocratic culture, in which managers are used to telling people what to do, will struggle to implement effective performance management. 6. **The HR team doesn’t provide adequate support.** A telling question for organisations is: “Where does HR spend its time in relation to performance management?” Is it on the administrative aspects of sending out emails and chasing people to complete their forms? Or is it sitting down with managers, reviewing the goals/ objectives they’ll set for their team members or discussing the strategies that can be adopted to manage difficult performance. But how to meet and overcome the challenges of performance appraisal? We offer our thoughts in the [full Training Journal article](https://head-light.co.uk/wp-content/uploads/2014/10/TJ_OCTOBER2014_Fulfilling_Performance_Management_potential.pdf) - and you may also like to take a look at how our [Talent Performance](https://head-light.co.uk/products/talent-performance/) tool can support you which forms part of our talent management software suite. If you are looking to make the transition to a more continuous performance management approach, then[read more. ](https://info.head-light.co.uk/how-to-transition-continuous-performance-management) [Continuous Performance Management](https://blog.head-light.co.uk/topic/continuous-performance-management) ## Related posts ### [The Police Leadership Commission Report: What It Means for Your Force](https://blog.head-light.co.uk/police-leadership-commission-report-what-it-means-for-your-force) The Police Leadership Commission report sets a clear direction for policing - and it has immediate i... 23 Jul 2026 ### [Organisational Insight: evidence that organisations fail to use](https://blog.head-light.co.uk/organisational-insight-evidence-not-used) Organisational insight is one of the most underestimated assets available to HR and business leaders... 13 Jul 2026 ### [How your Workforce Intelligence platform turns data into signals](https://blog.head-light.co.uk/workforce-intelligence-platform-turns-data-into-signals) Every organisation generates data about its people continuously. Performance ratings, development ac... 13 Jul 2026 [![HeadLight-logo-from LF for website](https://blog.head-light.co.uk/hubfs/HeadLight_Sep2016/HeadLight-logo-from%20LF%20for%20website.png)](https://head-light.co.uk/) [![Fosway-2025](https://blog.head-light.co.uk/hs-fs/hubfs/Fosway-2025-150x150.jpg?width=150&height=150&name=Fosway-2025-150x150.jpg)](https://blog.head-light.co.uk/news/head-light-fosway-grid-2025)   ### Useful Links - [Home](https://head-light.co.uk/) - [About](https://head-light.co.uk/what-makes-head-light-different/) - [Workforce Signals](https://head-light.co.uk/workforce-intelligence-platform/) - [Products](https://head-light.co.uk/products-overview/) - [Blue Light Services](https://head-light.co.uk/blue-light-services/) ### Workforce Signals - [Capability Intelligence](https://head-light.co.uk/workforce-intelligence-platform/workforce-mobility/) - [Organisational Insight](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [Succession Intelligence](https://head-light.co.uk/workforce-intelligence-platform/organisational-insight/) - [View All](https://head-light.co.uk/workforce-intelligence-platform/) ### Our Products - [Talent 360](https://head-light.co.uk/products-overview/talent-360/) - [Talent Performance](https://head-light.co.uk/products-overview/talent-performance/) - [Talent Navigator](https://head-light.co.uk/products-overview/talent-navigator/) - [View All](https://head-light.co.uk/products-overview/) ### Consultancy & Training - [Consultancy & Training Services](https://head-light.co.uk/consultancy-training/) - [Designing your competency framework](https://head-light.co.uk/designing-your-competency-framework/) - [360 and performance assessment design](https://head-light.co.uk/assessment-design/) ### Support - [Contact](https://head-light.co.uk/contact-us/) - [Blog](https://blog.head-light.co.uk) - [FAQs](https://head-light.co.uk/faqs/) - [Resources](https://head-light.co.uk/resources/) - [News](https://blog.head-light.co.uk/news)   Copyright © Head Light Ltd. 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