Traditional Employee Ranking: Bad For Your Brain, Rejected by Millennials

There are many reasons why leading companies are reinventing the way they rank performance. When we get right down to it, however, one reason trumps them all – ratings trigger impulses in us that are anything but productive. In fact, they lead to “high levels of frustration, less willingness to take risks, and employees working against each … Continue reading Traditional Employee Ranking: Bad For Your Brain, Rejected by Millennials

Basic Problems with Traditional Performance Reviews

A recent article published in the Atlantic summarizes our collective disdain for annual performance reviews: It’s bad enough that annual evaluations are outdated. It’s problematic that they’re susceptible to a plague of biases. It’s worse that they tend to be pathetic motivators. But the coup de grace is that they’re not even good at identifying the … Continue reading Basic Problems with Traditional Performance Reviews

Three Fundamental Truths About Traditional Performance Reviews

Prolific entrepreneur Elon Musk often gives the following advice: …it’s important to reason from first principles rather than analogy….First Principles is a physics way of looking at the world. What that really means is, you boil things down to the most fundamental truths, what we are sure is true, and then reason up from there…. … Continue reading Three Fundamental Truths About Traditional Performance Reviews

How Three of the World’s Top Companies Evaluate Employee Performance

If you’ve ever been employed, chances are you’ve had to deal with the enigma of the annual performance review. This half-century old (yes, it’s that old) evaluation process continues to dominate the way we view employee relations all around the world. If you don’t see any benefit from annual reviews, you are not alone. A … Continue reading How Three of the World’s Top Companies Evaluate Employee Performance