Performance Reviews Are Unnecessary Evil. Manage Potential Instead
This is a great article about choosing the right talent, strategically managing to your employees' strengths, delegating, and giving ongoing open and direct feedback.
Performance Reviews Are Unnecessary Evil. Manage Potential Instead.
Seeking New Opportunity to Lead Cyber-Security Team or Information Technology Department
9 年I do agree with Dr. Lanik's theme, that performance reviews should be done away with. However, some of his reasoning is weak. The biggest problem with performance reviews is they generally use a standard form that rarely fits the position or employee. While a manager can usually "N/A" an irrelevant criteria, the really meaningful are are missing. Every eval system I have ever seen tries to bring an entire year's worth of work down to a 1 to 5 numerical score. Not only is the scoring subjective, but managers dive the line item scores to achieve an overall score they want. If an employee is a keeper, they get a 4 or 5. This is because anything less will be seen as poor performance and will either get the subject fired or limit a salary increase.
Technology Advisor
9 年Spot on!
Quality Director | Quality Manager | Project Quality Manager | Supplier Quality Surveillance | Oil and Gas | EPC | Pipelines | Facilities
9 年Good call...
Managing Partner, Arrowbridge Capital Partners
9 年Hi Wendy, Thank you for posting this excellent, thought provoking article. I would hope those many HR specialists take the time to read and learn something from it!