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Overheard in O'Hare: The Why-Performance-Reviews-Are-Rotten Edition
Jun 18I’m sitting near three young woman who work for a big consulting firm. Every once in a while parts of conversations drift over about Client A or Client B. About an assignment in some other city. But I just couldn’ t help but overhear this tidbit:
I got a great performance rating. Met all my goals. Only problem was that I got a letter that said I used the Internet too much.
Seriously? This woman is at O’Hare at 6:30 in the morning. Dressed like a profesional consultant. On her way with two colleagues to make money for the firm. Lots of money. And she got dinged in her performance review because she “used the Internet too much”?
Please, someone tell me how this reconciles. What did her manager have to gain by documenting that she used the Internet? Yeah, you did a great job, but I have to say something to you in your annual performance review about what you need to improve. Let’s see…how about if I say something about how much you look at Facebook?
Um, one other thing: Why do companies have to monitor employees like that? You trust them with company assets and a reputation worth millions, does treating them like they’re a sneaky teenager really accomplish anything?
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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Theory X is not dead, Frank. It is alive and well and hiding in our policy manuals. My favorite example is police officers. They are highly trained (most police officers write more than most teachers), required to master the practical application of health and safety, civil, and criminal law and authorized to make decisions about the use of deadly force. Yet, in many police departments, officers can not spend as little as $5 without getting approval. Go figure.
@Wally, sadly, it’s true — Theory X is alive and well and living in corporate America. That example of the police officers is really powerful. They can carry a gun, but not buy something for $5. Crazy.
Clients have told me that they always have to have something negative, or something that needs improvement in their reviews. Just this week, an IT manager told me they had to rewrite a few of their reviews because of this. It’s crazy, but old habits & mindsets & practices die hard.
@Steve Bogner: Steve, that makes the hair on the back of my neck stand up. To have to go back and rewrite more criticism (I guess some call it feedback) is crazy. I’m going to see these practices go away in my lifetime…I can hope, can’t I?
Interesting commentary for sure. A few things pop out for me:
1. Seems so trivial the too much time on the internet feedback – what if the girl was using the internet to do research to help support her efforts to achieve her goals.
2. Most reviews are painful exercises for managers and employees because they don’t contain any quality feedback as a result of lack of behavioral content to measure employees on. While certainly I can’t judge from the conversation you overheard, it seems the review process is judging the employee primarily on the outcomes/results as opposed to the behaviors and activity that the employee did to achieve the outcome. Understanding the behavioral “how” that can be shared across the company is what creates the learning engine.
@Patrick, I read your comment out load here at work. It’s so on point about not knowing what she was using the internet for, and about behaviors. Wow. That was really an excellent prompt for me. Thanks for stimulating my thinking.
I think that crazy that you have to have something negative to say. We all know there is always room for improvement, but to bring out the negatives is simply baloney.
How about just reinforce what great employees are doing.
@Russ…I think it’s nuts, too. Tell them the good and get them to make minor course adjustments along the way.
A performance review should always be a positive experience that leaves the employee feeling energetic, enthusiastic and positive about the experience. This will increase morale and ultimately employee engagement. Saying that it is an opportunity for both manager and employee to be honest about performance and to bring anything up that needs to be discussed at the meeting. This however should never be a suprise which is why planning is essential. We use talent toolbox to faciliate our reviews. http://www.talenttoolbox.com