Risiken und Chancen digitaler Mitarbeiterjahresgespräche

This article is about the current state of research into annual digital performance appraisal and the possibilities of putting these into practice. The annual performance appraisal is meanwhile being debated and increasingly criticized. The range of the points of criticism is extensive and stretches from hardly efficient to only marginally constructive. Tue question arises of just how far the annual performance appraisal in its present form acts as an expedient and suitable management tool. The appraisal is seen as an indispensable tool from the management which cannot be ignored. In the digital age, as well as in recourse to the upcoming generation, the question is whether a modification of the annual performance appraisal will continue to be relevant if, in future, it is carried out digitally. When confronting this question, it becomes clear that the technical potential for such performance appraisals would certainly be available. However, why they are not fully exploited in such a way will be discussed within this article. Furthermore, through a differentiation between and a utility analysis of existing digital communication tools for in-house communication, it is possible at least theoretically to determine an appropriate implementation of digital performance reviews.