Performance Reviews - Motivator or Demotivator?

[Desara01]

I work for a turnaround company. And, thankfully, things are turning around due to a lot of hard work and leadership's willingness to try something different.

We're having a spirited debate over Peformance Reviews and whether or not to establish this process.

I have always had mixed emotions about these reviews. Some of my general observations:

• It doesn't matter how good a job you've done all year or what you've accomplished, it's usually the last 30 days that count.
• They're usually personal, not based upon facts, so very subjective
• Performance feedback should be happening on a continual basis. While it's never happened to me personally, several of my colleagues have walked into these reviews and gotten slammed for not meeting some unknown objective, or (as the author says) "your coworkers have come to me and said...." It's humiliating.
• At Amoco your raise was tied to it. In the last couple of years I was there they started requiring managers to "force rank" their employees, they could only award a certain number of excellents etc. TO me, if all employees aren't performing, whose fault is that? The manager's! They should be coaching and guiding - and if the person is wrong for the job they should spare the employee the humiliation of sub-standard work and find the right job for them - or do them a favor and let them go...

So maybe the annual process isn't the way to go, but we definitely need something.

Creak, groan... that's me gingerly stepping down from the sopabox.

Anyone have something to share on this subject - offer up a review process that actually drives the right behavior??

[bobdoering]

I think you nailed the problem. Can't live with 'em (especially when they do not have a raise), can't live without them (they didn't really ever tell you if you were doing a good job or not). Its effectiveness is complicated, supported and/or defeated by the corporate culture, too. I doubt if there is a definitive good answer to this question!

Oh, wait....there is one definitive answer:

It depends!

[AndyN]

My recent review was great! Exceeded all aspects of performance on the form! I love 'em!

My experience is that's it's a lot to do with the organization's management culture and style plus how the thing is administered and actioned. A looooong time ago, when I worked for Rank Xerox their eval. was great - but then they were a great company to work for, some of the best processes and management I've ever experienced.

Others have been really bad. A previous employer did an on-line survey (admittedly, it was a 'cultural vitality' survey not a performance review) and, of course, they did nothing about the results, because it didn't fit with their expectations! Guess what? Most of us don't work there now!

[Jennifer Kirley]

Great comments so far on a very important subject.

I hate performance reviews - almost all aspects of them. It's so easy to get them wrong, and doing so can cause a lot of damage.

In a turnaround group, perhaps people could instead run on short cycles based on team projects, and celebrate positive results in a more timely way than annual reviews.

[Randy]

Last year when doing my Performance Development Review the question was asked "What are your aspirations?"

My answer (and this is the truth)..."I aspire to not aspire."

Not one comment came back

[AndyN]

Originally Posted by Randy

Last year when doing my Performance Development Review the question was asked "What are your aspirations?"

My answer (and this is the truth)..."I aspire to not aspire."

Not one comment came back

Randy - Don't you want to be rich and famous? BSI's Auditor of the Year? C'mon - it sounds like you've given up! Maybe 'most southern Cover'? There must be something......

[Desara01]

Hmmm AndyN wonder who you're talking about...

[Desara01]

Jennifer I like the way you're thinking.

I think that's the right approach, everyone focused on the objectives immediately at hand.

Thanks everyone