Group items tagged

Should daily or weekly conversations about employees work - especially pats on the back for a job well done - replace the typical performance appraisal? Interesting read.

This is very interesting and I can understand where this article is coming from. There is a joke with the director of talent management because as she is busy overseeing goal setting, annual performance reviews, talent planning, etc. but the folks in her own department don't have goals! There is a big difference between understanding the value in something finding time to do the work yourself.

Interesting info on the Do's and Don'ts as the title of this article indicates.  Sometimes just need the reminder.   Kind of interesting how we (all businesses, organizations and agencies) seem to understand how bad these things are but just keep doing them (wrong) anyway

I found the pay for performance interesting as often time an employee needs to meet certain "basic" expectations in a review to get a raise. If they don't get the review they want and are in a union then it can be grieved. I wonder if this is why most managers of union employees don't bother to give accurate reviews because it creates more paper work and documentation of a job they don't want to do anyway (performance reviews)

The pay for performance seems to the norm in the past three organizations I have worked for. The mistake pointed out in this part is accurate, small difference in percentages between performers only goes to promote an imbalance between team members.

It is very interesting to see how other organizations compare to mine with Performance Management. This information shows 3 different phases (plan, monitor, and review).

The term performance management often strikes fear in the hearts of supervisors and employees alike.

Having the right leader in place who sees that performance management is an ever evolving piece of the puzzle is the key to empowering employees to deliver their fullest potential.

Should we or shouldn't we? 

I found this to be a thought provoking article which seems to perfectly illustrate everything that can go bad with a performance review. I liked the practical approach to encourage open relationship which can provide the honest feedback we each need to address our self-improvement barriers.

Should organizations stop doing performance appraisals? Interesting arguments in favor of eliminating them or having them only for select groups.

Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization.

Some interesting points

Fun fact - this is actually the system my organization uses. I am on system administrator on the roll out and implementation of Cornerstone into our organization. This year will be the first year our employees are setting goals in the system so next year we will actually being doing performance reviews in the technology. We currently just have a paper performance review process, so using Cornerstone will hopefully be more efficient.

Performance reviews are almost always painful experiences for those giving and receiving them. Here are the 10 biggest mistakes that are made.

And to add a little humor to the subject of performance appraisals ....

Love it, thanks for sharing!

Good Ol'Dilbert, a laugh when you need it most.

Good common sense approach to setting the format for a positive performance appraisal.

"Don't scrap it, Fix it!"

Good article. I found many of these same alternatives in other reference material. And the author is correct on how many annual reviews become less productive than the daily interaction. We practice month one-on-ones at Amazon and often those feel like scripted messes instead of productive interactions, I find more practical advise in review the days problems like we had to after Saturday and the programming issue which impeded my workers for 45 minutes until an engineer could reset the robotic delivery field. Anyway, I agree that major changes need to happen before performance reviews become anywhere near as constructive as the type of conversation I had with my boss yesterday.

Interesting video on making a positive performance review instead of the more common negative focused review.

Talent Management Strategy to Create a Higher-Performing Workforce

Simple and direct information - we both selected the same article - great minds!

Great Quote from this article.   "The wrong person in the job will NEVER perform as expected despite intense coaching, training, or motivating.  It all boils down to job fit."  

How the MILTECs roll!

Older article but interesting.

Good information, can see many activities are still in play today in many organizations and identifies areas to move away from regarding performance appraisal formats that simply do not work.

Volunteer performance review. Is this typical? Are volunteers usually evaluated on any consistent basis- yearly, after so many times volunteering, or any other way?

Something like this seems like it may be helpful for any industry and the person conducting the review or being reviewed.

Not sure about who MacKenzie Jones is but one thing that was written was interesting regarding your performance being tired to the person you work for. Not sure I agree but I think a good boss can help make employees better or vise versa. It is up to the employee to not fall into any temptations of "behaving badly" when their boss may act badly or poorly on a regular basis.