Tech Crunch – Performance Evaluations In A Results-Focused Culture
Measuring actual performance, particularly in white-collar work, can be challenging. It requires goal setting, quality evaluation, feedback and a lot of qualitative judgment. It’s fair to say that most founders and managers find these tasks difficult. Personality and cohesion matter as much as benchmarked success.
A holistic, or combined qualitative/quantitative approach, values both the employee’s “fit” while also pushing benchmarks for performance.
CKGSB Knowledge – Firing the Annual Performance Review
The structure of the of many organizations has barely changed since the Industrial Age. Companies still use annual performance reviews for the same reason the still use the traditional organization chart: they are both remnants of command-and-control organization structures.
In one 2014 study, Deloitte found that only 8% of executives polled said that performance management drives significant value, while 58% considered it a waste of time of all concerned.
Rosanna Nedeau – Performance review pitfalls
Now is the time to ask yourself:
• Is your company’s performance review process effectively driving employee engagement and performance?
• Is it designed to avoid pitfalls in objectivity that are inherent in traditional performance review processes?
• Does it yield valid performance information and data that can be relied on for succession planning, workforce planning, employee development and retention initiatives?
Sharon Florentine (CIO) – Goodbye to performance reviews, hello to — what?
Employees want to know, too, what their future might look like within the company — and often than just once a year. “People want to know where and how they can improve, how they can get better, and the steps they need to take to move up the ladder. But that’s harder to do in a company where an annual review is focused on what happened during the previous year instead of what goals and opportunities they’re focused on in the future. What are they measured against? What are the expectations? Are they meeting those or not? How can they do better?” says Glen Wilson, director of talent at Salesforce.com/CRM consultancy Internet Creations.