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I hear what you are saying, but... in several places where I have been a manager, it really didn't matter what I said or how I said it. Pay increases (or not) c

I hear what you are saying, but... in several places where I have been a manager, it really didn't matter what I said or how I said it. Pay increases (or not) came from HR. Scoring rubrics came from HR. The performance review was performance art, nothing more. I knew it, the employee knew it, and frankly it was more fun to polish our resumes and laugh/cry about it. What I tried to do instead was offer continuous feedback and career direction, with the understanding that it was just advice. Sure I tried my part to advocate to HR and up the food chain, but in a lot of places they really don't care about retainment or career progression.

ordinaryperson 7y ago
Ideally a good performance review helps the employee become better, and they can use that feedback to grow in their carer. E.g. have someone on your team who writes long e-mails? Or insta-replies to things without taking time to think? Helping those people grow is the point. Compensation is a universe unto itself. Ideally we'd all be paid according to merit but merit is hard to measure. A (well-executed) performance review should have value in helping people grow and not just be a vector for more $$. Realistically speaking if you want to significantly increase your compensation these days you have to get a new job.