3 ms·
sorry, you lost me at: "Reason 1: You Reward The Right People The Right Amount" if that were true, i too would say that Performance Reviews matter. i'm 45 and
by kj4211cash 3y ago
sorry, you lost me at: "Reason 1: You Reward The Right People The Right Amount"
if that were true, i too would say that Performance Reviews matter. i'm 45 and it's literally never been true at any place i've worked.
"Without them, you’re letting managers just make things up." sadly with them you are also letting managers just make things up.
we pay so much attention to the hiring process, but i think Performance Reviews need a shake up. i've consistently seen the wrong people rewarded. you want to talk about people only hiring people who look and act like them? how about people only promoting people who look and act like them?
- IlPeach 3y agoSeconding you here. This reads like a very shallow analysis of a much complex problem. There's a good amount of data that suggests that we should indeed can performance reviews. The best approach here would be to start assessing and questioning the assumptions behind the "need" to have them. Like for example how fair (objectively) you think you can be when you're "evaluating" someone and not risking alienating the rest?
- kj4211cash 3y agoyes! i agree with you 110%. there have been a lot of little prizes and awards to collect at some places i've worked. sometimes people had to interview for those awards. and i always wondered how much unnecessary damage we did to the morale of the people who didn't win the awards. and i'm big on fairness. it's a challenge to make sure Performance Reviews are as fair as possible, especially with larger teams. you think it's obvious who is a good worker and who is a bad worker right up until you have to manage a large team.