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09/08/2009

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Right on, Darcy. I'm in your court on this one.

Another reason I've found in favor of doing performance review is the discipline they help create around addressing performance issues. I have worked with a number of companies who have taken an "enlightened" approach to performance management and abolished their review process. The biggest issue that crops up in these places (according to managers and employees, when I ask them) is the lack of action or urgency in addressing poor performers.

Great post. Will be interested to hear others' viewpoints.

I agree. Managers often discount the importance of reviews. They don't make the time to complete them and offer vague feedback, resulting in ineffective reviews. I've found that employees want to be reviewed effectively. It's surprising that the employee actually sees the value in the process. Great post!

Nicely put. And thanks for adding the Steve/Peter quote, that about sums it up!

My company is going through the process of implementating performance management. Some of the pitfall w/o it are currently true: performance discussions often don't happen at all and performance issues are not addresses with any sense of urgency. It would be great if they were not necessary but that's just not the reality.

I agree that performance reviews are important and necessary. But they also tend to be dreaded by employees and managers. Why? Because the forms and processes are too complex and not aligned with the realities of the workplace.

A few years ago, the principals of my firm (www.birchesgroup.com) conducted research about performance appraisal by asking groups of staff and managers around the world two simple questions: Do you know who the good/not so good performers are? How do you know? They answered the first question with an enthusiastic YES!

The answers varied a bit for the second question (how do you know?) but when the data was analyzed, it came down to just three simple concepts. The good performers were the ones who (1) have good ideas; (2) listen and adapt to their clients and customers; and (3) can be counted on to deliver results.

We have developed a system, called Community, which is centered around these simple concepts. The solution is an easy, practical approach which focuses on results (outputs) and feedback from clients and customers (both internal and external). Unlike many other systems, using it is intuitive, so requires little formal training, and can be deployed quickly.

The first pilot test, conducted in 80 countries, yielded nearly a perfect bell curve without resorting to complicated calibration meetings.

Contact me for more information.

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