The traditional performance appraisal attempts to do too much. Within that 60-90 minute meeting, it's not unusual to discuss six or more topics. Each topic can be a challenge on its own. Yet we put them all together and expect … [Read more...] about Deconstruct the Performance Appraisal
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Time to Stop Playing “The Performance Review Rating Game”
I recently received an email from a friend. He finally had a long-delayed performance review discussion with his boss. My friend’s reaction: “phew!” Obviously, he was anxious. I’m guessing he was worried that the rating was … [Read more...] about Time to Stop Playing “The Performance Review Rating Game”
You’ve Eliminated Performance Ratings. Now What?
There are many good reasons for eliminating performance ratings. Here are three: Most people hate them; they’re usually biased – the number only makes them appear objective; and they often are manipulated to serve purposes other … [Read more...] about You’ve Eliminated Performance Ratings. Now What?
Ratings, Differentiation, and the “Merit” Increase
Pay seems like it should be straightforward. The employee gets a performance rating – a 5-point scale is typical. Then the employee gets a “merit” increase based on the rating. Unfortunately, it’s not straight forward at … [Read more...] about Ratings, Differentiation, and the “Merit” Increase
Change Doesn’t Happen on Your Schedule
One of my relatives recently lost his job. It was his first job. He was there five years. The separation from the company was a bit of a surprise to him – though in retrospect the signs had been there for months. Maybe he didn’t … [Read more...] about Change Doesn’t Happen on Your Schedule
You Can Have Regular Feedback and An Annual Performance Review
During a webinar I attended recently, the presenter said that none of his clients use performance reviews anymore because everyone wants feedback more quickly and more often. In other words, you can provide regular feedback … [Read more...] about You Can Have Regular Feedback and An Annual Performance Review
