Comments

1. Wally Bock says:

   February 3, 2008 at 4:39 pm

   The performance review system, the one with the forms that look like third grade report cards, the one everyone hates, the one that’s always full of stress, surprises and discontent, that performance review system must die. But regular performance review should be part of daily work life. Do that and you don’t need the other, stupid, system.

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2. Frank Roche says:

   February 3, 2008 at 4:44 pm

   Wally, as always, a great summary. Yep, the report card type must die. The kind where people talk about how they’re doing and how they can build on the good things…bring it on.

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3. rick says:

   February 4, 2008 at 12:54 pm

   My thought are based on being both a giver and receiver of performance reviews across several companies.

   Annual or semi-annual reviews in on forms and delivered in a meeting can be effective if:
   regular feedback is also provided–this is not an either or but a both

   the performance expectations are made as clear as possible as early in the year as possible

   the reviewer/supervisor learns the proper ways to have a performance discussion and uses them

   I am finding that employees in their 20s and 30s like to have a formal time to discuss performance and careers. Just because most companies do not make the investments to do it right does not mean the process is wrong. Unfortunately, the time commitment and the lack of quality feedback givers may be insurmountable roadblocks to doing these well. I have not seen a technology solution that makes one-on-one feedback more efficient without destroying the effectiveness.

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4. Frank Roche says:

   February 4, 2008 at 9:36 pm

   Rick, you’re right on the money. I believe in career planning…and talking to people about what they do well and how they can do better. But I’m so opposed to the “7 right and 3 wrong” approach of bad managers. Well said by you, man.

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