|
...create the opposite of the desired and intended result. Instead, she suggests an alternative review system that takes into account the important emotional aspects.
The core assumption of most performance reviews is that if you clarify the gap between current performance and desired performance, that will drive improved performance. However, that's not the case. Instead, reviews tend to amplify the quality of the personal relationship between boss and employee.
Another problem is forced ranking. These protocols test managers' ability to balance accuracy with effective relationship management. An inflexible review system can ruin relationships between bosses and employees. What's worse, it erodes cooperation and doesn't motivate average employees to be more productive.
For complete text, see page 47. Reprint TD030947
To purchase a copy of this article, go to the ASTD Online Store at store.astd.org.
Bulk Reprints To purchase reprints of these articles, call The Reprint Outsource, 717.394.7350.
To purchase single copies of T+D articles, go to the ASTD Online Store at store.astd.org.
Apparently, I'm not a "team player."
That's what it said on my last performance review--the one I received right before I quit. It was, in fact, the reason I quit. I had killed myself trying to perform and was shocked to be graded below average on two measures: team player and communication. Somehow, that valuable feedback didn't encourage me to dig deep and find my inner team player. It felt like a smack the face. If I were a better person, I might have examined the truth in the rating. But being a regular human being, I felt hurt and angry.
What about you? Have you ever experienced a performance review that left you feeling bad instead of motivated? You're not alone. It's time to admit that this primary tool designed to improve performance can, and often does, create the opposite of the desired and intended result.
Equal parts accurate and ineffective
From the perspective of 10 years hence, I'm forced to admit that my review was accurate: Team focus wasn't my strength. But accurate didn't translate to effective. Average and low ratings often don't. Take Amy, now a producer at a local TV station. Amy once received "3s" all the way down the line on a five-point performance scale. When she asked her boss, he said, "No one gets a five." Doing one's job was the basic requirement and thus warranted no more than a "3"--average. "You're doing your job, so that's what you get." Amy...
NOTE: All illustrations and photos
have been removed from this article.
More articles from T&D
Comparative ratings (highest to lowest).(Brief Article)(Illustration), September 01, 2003
Develop and advise entrepreneurs and top executives.(Opportunities + P..., September 01, 2003
Put your passion to work!(Opportunities + Products), September 01, 2003
Align yourself with the top publisher of learning assessments, Inscape..., September 01, 2003
Network AD, sales opportunities.(Opportunities + Products), September 01, 2003
Looking for additional articles?
Search our database of over 3 million articles.
Looking for more in-depth information on this industry?
Search our complete database of Industry & Market reports by text, subject, publication
name or publication date.
About Goliath
Whether you're looking for sales prospects, competitive information, company
analysis or best practices in managing your organization,
Goliath can help you meet your business needs.
Our extensive business information databases empower business
professionals with both the breadth and depth of credible,
authoritative information they need to support their business
goals. Whether it be strategic planning, sales prospecting,
company research or defining management best practices -
Goliath is your leading source for accurate information.
|
%20%20&position=1)