Google's 8-Point Plan to Help Managers Improve - NYTimes.com - 4 views
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Google also tries to point out predictable traps in performance reviews, which are often done with input from a group. The company has compiled a list of “cognitive biases” for employees to keep handy during these discussions. For example, somebody may have just had a bad experience with the person being reviewed, and that one experience inevitably trumps recollections of all the good work that person has done in recent months. There’s also the “halo/horns” effect, in which a single personality trait skews someone’s perception of a colleague’s performance.
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I read this today as well. Some really smart ideas in this article ... I love the way google is using data to help in these types of decisions. I am working on a blog post about it. -
I'd like to look over all 8 principles if anyone sees the full list. A lot of this reminds me of my organizational psychology classes in college. I thought the story about one of the worst managers was funny - "He's not great, but he's not the worst anymore, so we promoted him."
