I've been a big fan of W. Edwards Deming for decades. Funny how performance appraisals are still causing stomach pain, butterfly wishes (I'd rather be ANYWHERE ELSE but here doing a performance evaluation) for both manager and staff alike.
Systemic performance management may be of help. Now days that may mean assisted by technology systems. However, some of these technology systems are so poor, they seem to be out of the movie 1984. It's been a year or two since I reviewed these systems with a client. Back then, Kenexa was on to something. If they are around, take a look at their systems. Systems created by financial folks may be prone to 1984-isms.
Read on for classic Deming reminders and think about what you could do instead with all that free energy not drained in the problematic performance review, but instead focused on more helpful managerial coaching feedback based on clearly understood goals and aligned, organizational strategy.
Systemic performance management may be of help. Now days that may mean assisted by technology systems. However, some of these technology systems are so poor, they seem to be out of the movie 1984. It's been a year or two since I reviewed these systems with a client. Back then, Kenexa was on to something. If they are around, take a look at their systems. Systems created by financial folks may be prone to 1984-isms.
Read on for classic Deming reminders and think about what you could do instead with all that free energy not drained in the problematic performance review, but instead focused on more helpful managerial coaching feedback based on clearly understood goals and aligned, organizational strategy.
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