Thursday, December 02, 2004

Performance reviews are useless

"He sets low personal standards and then consistently fails to achieve them."

Now that we are approaching the end of the year, the agenda's of Line- and HR Managers all over the world are being flooded with appointments for performance reviews and appraisals. For many people, these annual employee performance reviews are about as much fun as completing their annual tax forms followed by a root canal treatment. As a result many of these annual assessments are conducted extremely poorly and often have a negative effect on employee motivation.

Bearing in mind the science of psychology has learned us that people are basically incapable making fair assessments of other people, I believe it is no wonder that many supervisors put off doing annual performance reviews and it's for the better we skip them altogether.

2 Comments:

Blogger MLOGS said...

I agree with you: as long as we don't do them properly, it's better for all involved to skip performance appraisals altogether.

"It's hard to believe he beat out a million other sperm cells".
"Bright as Alaska in December".

12:05 PM  
Anonymous Anonymous said...

I couldn't agree more. There is only so much HR can do, in terms of designing and coming up with a relatively good PA system, but the onus of implementing it effectively against charges of ridicule and favouristism, rest solely on the shoulders of line management.

The underlying principle of fairness and objectivity are generally taken for granted. People say they do not reject the system, but rather the Supervisors who use arbitrary and subjective measures to evaluate. Worst off are those adopt a "closed" door policy when it comes to discussing the performance shortfalls.

3:23 AM  

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