Leadership Gut Check – Performance Reviews
By Michelle Malay Carter on October 23, 2008
Eschew the Performance Review
I wrote earlier this week about best intentions not leading to best practices.? Even if we were to grant that performance reviews started with the best of intentions – they have wandered dangerously off course.
Deming argued against them back in his day.? I’ve argued against them myself.? But this Machine is a monster, and I don’t suspect our attorneys will let them go away any time soon.? The charade that reviews are objective supposedly keeps the lawsuits down.
Using my Leadership Gut Check Questions I offered on Monday for analysing systems, take a look at your performance review system and see how it fairs.
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A Well Written Look at the Insanity of Performance Reviews
Samuel A.?Culbert offers Get Rid of the Performance Review in this week’s Wall Street Journal online.? It’s worth checking out.? Although I don’t 100% agree with his solution, I think he’s got the arguments for why they should be reworked.
I’m OK.? You’re OK.? Let’s fix the system.
Filed Under Accountability, Managerial Leadership, Requisite Organization, Talent Management
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2 Responses to “Leadership Gut Check – Performance Reviews”
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Not that legal experts are likely to be listened to but Abolish Performance Appraisal the authors (one an employment lawyer, I believe) argue that performance appraisals are bad for the company legally. If you are interested in more on my thoughts see “performance appraisal” posts on my blog.
Hi John,
Thanks for stopping by and for the link. Yes, I agree. If some attorneys got a hold of some appraisal stories, they could have a field day.
Regards,
Michelle