Okay, Iâ€™ve got a pet peeveâ€”something that really pushes my buttons. Â The data from a host of sources has continually shown that organizations and executives are placing more emphasis on â€œperformance.â€ Â Leave aside the reality that many of them (organizations and execs) donâ€™t really know what performance is in this case (below the organization level of profits or sales or end results). Â But almost everyone in the HR field therefore knows there is more emphasis on â€œperformance.â€
So part of what we see is for people (internally as well as external consultants) to tack the word â€œperformanceâ€ on to what they do. Â We see â€œperformance-based trainingâ€ or â€œperformance-enhancing facilitationâ€ or â€œperformance-driven HRâ€ or some other variation. Â To me, this reveals a fundamental misunderstanding of the performance improvement field. Continue reading “Improving Performance Doesn’t Mean You Do Performance Improvement”
Intellectually, everyone gets the value of performance appraisals. Â Yet every client Iâ€™ve ever encountered usually bemoans the process and most employees criticize the appraisals. Â Why is something that should have so much value end up being so belittled?
Organizations do lots of things wrong when it comes to reviews. Â There is a tendency to spring the final evals on employees as a surprise. Â I have lost count of the number of people who told me that they came out of their appraisal session in shockâ€”having heard things they didnâ€™t expect. Â One basic rule of the formal appraisal is that nothing in that session should come as a surprise to the employeeâ€”itâ€™s just a formal meeting to review and sign-off on informal coaching and counseling that went on earlier during the year. Â Another issue is the tendency for managers to put off appraisals until the last possible moment. Â There are lots of reasons this happens. Â In some cases, itâ€™s about avoiding unpleasantness or confrontation. Â In others, itâ€™s because itâ€™s a hassle to do the appraisal paperwork and prepare for itâ€”often because the criteria are so subjective. Continue reading “Performance – And Performance Appraisals”