Hi everyone, I am seeking the guidance to align the performance appraisal of 40 employees in a startup; we do appraisal bi-annually (Jan & July) + quarterly feedbacks. Challenges faced as the team is growing: • Hiring batches of 3-5 freshers & experienced professional at different times in India & Canada region. • Difficult to streamline hiring/ onboarding due to different date of joining; Thus, different dates of appraisal I have been think to help employees with a bonus (yet to come up with a range)-- subject to performance; on completing their 1yr if their appraisal doesn't lie anywhere near company's appraisal cycle; however I am open to discuss any other suitable advice on this.

I suggest delinking the appraisal date from the anniversary date. Instead, have a cutoff date. For example, say that they will need to be in the system for X days/weeks before they are eligible for appraisal. If you decide on say 45 working days, you can then see who is eligible when and offer them pay hikes or bonuses on a pro-rated basis For ineligible people, you can have a policy where they can be eligible for a discretionary bonus if they perform extraordinarily well.

I eco with Sumit, as you grow you can’t like appraisals to anniversaries dates. You can set it basis calendar year or financial year and set a cut of date for it