• Steven Hunt

    John, great article.  I draw three conclusions from this
    a. Effective performance appraisals are a key component of a high performance organization, but are difficult to do well.
    b. Very few companies invest adequate resources into creating clear, consistent, accurate, and effective performance appraisal processes. (although there is a lot of data showing that the ones that do invest in these processes tend to outperform the ones that don’t)
    c.  Most employees dislike their company’s performance appraisal process – not because performance appraisals are inherently unpleasant, but because the process their company uses is lousy. 
    To concluded with an analogy, saying most people don’t like performance appraisals is like saying most people don’t like air travel.  The reality is people really like the speed of air travel, but we don’t like a lot of elements associated with the standard, commercial air travel process.

    Steve (BTW – the picture attached to my TLNT profile still isn’t me – and I can’t seem to get rid of it!)

  • Michael Sleap

    John this is an interesting article with lots of good points about the prevalence of poor management practices. However I wonder if It is all too easy to blame the performance review as being the problem when the issues described above are typically due to ineffective leadership by managers on a day to day basis. If an employee receives a surprise in their performance review it does not mean the performance review is flawed but it does indicate that there has been poor performance management practices throughout the year i.e. Lack of regular feedback, poorly articulated performance expectations and lack of coaching. Performance management software will not fix these issues but does have other benefits such as more visible performance objectives and the ability to record feedback regularly to facilitate more accurate performance reviews.
    See this link for further discussion. http://everydaymanager.wordpress.com/2011/06/09/dont-hate-the-performance-review/

  • Harold Groves

    It’s sad to see that the feedback given by the employees are not acted upon. Reviews conducted verbally are not an effective way for employee engagement either. Yes, tools indeed are an answer, especially those that offer ready to use templates with carefully crafted questions and an anonymity feature. My fellow colleague considers SoGoSurvey as a decent tool for this purpose and recommends people in the HR to try it too.