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2600 Reasons Performance Reviews are a Sham
Apr 7
Categorize this one under “I couldn’t make this up.”
I got an email from SHRM tonight titled Top Selling HR Books Under $30. Look at the book in the upper left. It’s called 2600 Effective Phrases for Performance Reviews. I had a little to say about canned performance reviews already, but this one made me throw up in my mouth. That was the best part, because then I looked to the right.
Under the category SHRMstore Picks of the Week is a book called Ready-to-Use Performance Appraisals. I’m wiping an acidic tear from my eye right now. I think I might be getting an aneurism. And a heart attack. Apoplexy, too. Is this kind of thing what SHRM really thinks is what good little HR people should read? Worse yet, do HR people really read books like that?
A Solution for the Shame
I have a solution to unemployment in this country. First, I say that anyone — HR or a manager — who thinks it’s okay to give a performance review by selecting standard phrases from a book or performance management software should be fired on the spot. That will open up the job market. Second, I’d interview those millions of people who are out of work and ask them one interview question: Do you think it’s okay to skate through performance reviews and use stock phrases to review people? If they answer “yes,” they can stay on unemployment. If they answer no, hire them.
SHRM, I’m calling BS on this. I’m a member and I’m ashamed to think that this is the kind of information we’re pushing out as HR “professionals.” One final thought: While you’re administering the PHR and SPHR tests, how about asking the people looking for certification if it’s okay to break the bond of pay-for-performance with crappy, rote performance appraisals?
Here’s the kind of thing I think SHRM should be talking about: 10 Tenets for the New HR.
About the Author
Frank Roche
Frank started IFRACTAL over 7 years ago with Sarah Chambers. Together, they've created HR communications and HR software for some of the world's leading companies. Frank is also studying Flamenco guitar and origami.
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Just read your 10 Tenets. Bang on. You nailed it. That’s it – that’s all.
Ready-to-Use Performance Appraisals!! wow looks like HR too has now landed on the list of do it in a hurry, take the easy way out jobs. I went through your 10 tenets too a lot more interesting read and quite in line with the line of thought I subscribe to.
Hi. I’m an author of two books of this type, Perfect Phrases for Performance Reviews, and a similar book for goal setting, in addition to some other more substantial and comprehensive books (search for Robert Bacal on Amazon if interested).
You know something. You are ABSOLUTELY RIGHT. It’s BS. I could write pages on this topic but here’s a few points.
This books offering phrases, whether mine or 2600, are HUGE sellers. I can’t share numbers, but trust me. IF you compare sales of one of my phrase books with another of my books that teaches people to do it properly, well, let’s say everyone wants a quick solution.
My second point is the reason HR and managers want a quick dirty solution (which just allows them to “get it done”, is that managers and employees generally think the whole thing is a waste of time.
There are solutions for all of this. Unfortunately some of them are in the books I’ve written that nobody wants to read compared to the quick fixes.
I’ll try to come back here for discussion. Or twitter me at http://twitter.com/rbacal
@Robert…good point, they sell what they sell. My take, though, is that SHRM should not just sell anything. I’m happy if you got paid, but I think SHRM has a responsibility to sell what’s right. This is performance review porno.
Frank – Your tenets for a new HR is still one of the best things I have read this year. Keep up the chatter. And use twitter ..send your post link to China Gorman there She is a listener.
Happy Random Acts of Awareness Day!
– Michael
@Michael V, thanks, buddy. I have to say I’m still happy with the 10 Tenets a few months later. That must mean something.
Just wanted to add that I’m not able to participate in 4 different discussions on different sites and lists, so if you want to talk about this with me, best to use my blog comment system.
PLEASE leave comments, and ideas there if you can.
http://bit.ly/14hq58
http://twitter.com/rbacal
@Robert, makes sense. Thanks for the links.
I couldn’t agree more. We’ve done a lot of research on this topic and I’ve published a lot on the issue – in fact our research shows that companies which rely on what we call the “competitive evaluation” form of appraisal have far lower business outcomes that use what we call the “coaching and development” model. What I try to remind people is that “performance management is management.” The whole “appraisal” process is really just an HR activity.
http://www.bersin.com/blog/post/Death-of-the-Performance-Appraisal–3cbr3eA-New-Era-of-Performance-Management.aspx
@Josh, thanks for stopping by and that’s for that analysis. What you say is a great summary: Performance management is management. Super to see the research you did. Very nice work, indeed.
I have to say, I’m feeling like I’m nuts about this. Biggest sellers for SHRM are books on how to make the performance review process a joke? What is with that?
SHRM is really out to destroy the profession it seems…my question is this – whatever happened to good ol’ honest dialogue? When did we become a society where anything we want to say in the workplace has to be sent through 10 different filters before we can speak?? I work in the biopharmaceutical industry and at my company we’ve blown up the old appraisl system and replaced with monthly dialogues instead. The good thing about these sessions is they are meant to be REAL conversations. So far, they’ve been a big hit.
@Andy, your first question is the big one…what did ever happen to good ol’ honest dialog? What I really don’t like is for people to somehow try to mechanize “human capital.” Way too many variable for that. I like what you’ve done at your place…more authentic, and it works. Cheers to that!
HI. Just back for a sec. There’s two different perspectives on the selling of “trash”, I think. One is that to sell it is to endorse it. Another is that one gives people the information and choices, and has enough confidence to let the buyers decide.
Both have validity. So, I’m not critical of any0ne who sells these books. But I only wrote some. I don’t sell them.
Also, lets note that the problems with the books and performance appraisal/management lie with poor systems, bad managers, good mangers mislead, bad tools, useless tools, destructive tools, history, et al.
HR is ONE factor. Changing to get people to MANAGE performance (a la Bersin above) is complex right now. I’m hoping to do a different final book on the topic that provides a unique vision that I think managers, and employees may embrace, but HR will probably like it less.
Frank, Many people are just too lazy to write a good review.
More and more, templates are being employed because otherwise “people won’t know.” How mindless is this?
Thanks for hitting this topic so hard. Enjoyed your poem, too!