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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.
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??
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??


