Digg It - Business

Destroy Your Performance Appraisals. That’s right, destroy them. Your employees don’t want them. Your managers hate to give them. And frankly, it is rare that they are written honestly anyway.

So why d

According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product

o them? Why do employers continue to inflict so much pain on themselves and their workforce? What are they trying to accomplish?

Employers often think they should do them in order to foster a workplace

; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.

Examples of combination products may in

where employees are held accountable; where good performance is rewarded; and where employees are paid fairly. If these are the goals of performance appraisal, then why does study after study report th

lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.

at no one is happy with this system of evaluating performance? Why is there always tension in the air and acid in the stomach when it is performance appraisal time?

Let’s look at a few of the reasons a

here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe

ppraisals exist and see if there may be a better way to achieve these admirable goals.

1. Appraisals correct bad performance—Using an annual or semi-annual meeting with your employee to correct problem

d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.

Combination pro

that occur during the year is ineffective and unfair. Appraisals cannot correct past problems. If the behavior was done in the past, it cannot be changed because you cannot change what has already occu

ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc

rred. Problems must be addressed as they occur. Waiting for appraisal time to correct the problem is the equivalent to threatening a child with “wait until your father gets home!” Appraisals shouldn’t b

easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi

e a “gotcha” time. If you want to correct bad performance or behavior, then address it immediately either through coaching, counseling or discipline, but not through an appraisal.

2. Appraisals are use

nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically

d for wage increases—This is a problem for many reasons. First, money clouds the open dialogue between a manager and an employee. While managers are focusing on performance, employees are focusing on ho

and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ

w much money this is going to mean in their pocket. Recognizing this as a problem, companies often separate the issues into two discussions held at different times. But this rarely works. Money and not

ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi

erformance remains the overriding issue.

Secondly, using appraisals as a way of differentiating between good and bad performance might have worked when merit budgets were 10% and 12%, but those days ar

ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.

Following aspects would a

e long gone. With merit budgets often averaging 3%, does a 1%, 2%, or even a 3% differential between good and bad performers adequately send a message that recognizes and rewards good performance?

And

dd to the challenges in developing combination products:

Which markets to tap where the combination products can do fairly well?
Which combination prod

finally, supervisors are often forced to be dishonest on the appraisals in order to ensure that the employee gets something or to avoid the inevitable confrontation associated with telling an employee t

cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin

hat they merited no increase. There are better ways to recognize and reward employees.

3. Appraisals are tools to develop employees—Frankly, when done properly, appraisals can be a good development too

tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen

l. However, with all the baggage associated with appraisals, there are better ways to develop your people. If employers focus on an employee and discuss his or her strengths, areas needing development,

t?

As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel

kills and skill gaps, and what is needed for career success and organizational growth, then a positive plan can be developed where both the employee and the employer comes out as winners. A discussion t

ping new procedures for reviewing their safety, efficacy and quality.

Professional from academic institutions, pharmaceutical industries, health care indust

hat begins with “Let’s talk about how we can put together a plan focused on growing you in the organization” will be reviewed more positively than “Let’s talk about your performance.”

So does this mean

y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products

we should not do any type of appraisal? No. Ongoing, continuous discussions with your employees are critical to their success and the success of the organization. But the process must be continuous—dai

.

As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de

ly, weekly, and nor just an annual event. It should focus on improving future performance. It must be honest and sincere. It must be developmental with a focus on growing the employee. It can include a

elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.

Companies that provide selfless information through particip

discussion about goals and objectives. And yes, if you must, things can be written down. You will find that with this type of forward thinking focus, there will be less pain and less acid in the stomach

tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products

HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.diggit.org.ua/article/22977/diggit-Performance-Appraisals-Must-Go.html">Performance Appraisals Must Go</a>

BB link (for phorums):
[url=http://www.diggit.org.ua/article/22977/diggit-Performance-Appraisals-Must-Go.html]Performance Appraisals Must Go[/url]

There are many avenues for success. Sometimes, success is just a door away; once you have to right key, success will fall into your hands. But in business, success is not gained through luck alone. It will not come to you unless you do something to achieve it.

Do you know what's important in the Interview Process? What questions do you ask? What questions do you think the employer will ask you. Be equipped for the interview in advance. This may be the difference of whether or not you get the job!

There are great Franchise systems, good Franchise systems, and bad Franchise systems. The challenge is to ask the right questions to find the right system that will fit your goals and dreams.

Tags

Links

Digg It - Performance Appraisals Must Go

Related Articles: