Time to Scrap Performance Appraisals?
Something big is going on in business today. More and more companies have decided to radically change their performance appraisal process.
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What do you think? Are performance appraisals a relic of the past or a necessary evil to track employee contributions?
5 Reasons Turnover Should Scare You
Not all turnover is bad. In fact, you don’t want people to be too complacent. (It’s a balance!) New ideas are critical to the success of any company. However, if you ignore the very real possibility that your best employees are looking to leave, you may be very unhappy in the future.
Appraising the Performance of Performance Appraisals
According to Tom Coens and Mary Jenkins, in their seminal book , over 50 years of academic studies reveal scant empirical evidence of the effectiveness of performance appraisals at actually improving performance.
Two primary defenses for maintaining performance appraisals are that they are required by law, and that they are required documentation to terminate an employee. Both assertions are false.
Management thinker Charles Handy offers a splendid metaphor in his autobiography, Myself and Other More Important Matters, which I believe is applicable to knowledge workers and the performance appraisal process––the theater:
There’s no talk of ‘human resources,’ everyone is listed on the playbill, and managers are for things (stage, lighting, etc.), not people. The talent is directed, not managed, by someone who departs after the project commences. The audience feedback is immediate, not one year after the performance.