How to Ditch Performance Reviews

Lead Change Blog

Are annual performance reviews necessary? A recent study shows that 90% of HR professionals don’t think performance appraisals are accurate or effective in improving productivity. Dr. David Burkus, a highly regarded business school professor and author of Under New Management , challenges the traditional and widely accepted principles of business management and proves that they are outdated, outmoded, or simply don’t work — and reveals what does.

How to Eliminate Performance Reviews

Leadership Freak

Traditional performance reviews are like the Easter Bunny. Distraction: Traditional performance reviews distract HR and management from more useful tasks like real human development and culture building. Culture Feedback Goals Interview Leading Managing Personal Growth Taking others higher Leadership Development Management Organizational Development performance reviews They don’t really deliver.

Insiders

Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

How to overcome a bad performance review

HR Digest

If you got a bad performance review , do not panic. A bad performance review is an opinion of your boss that can be subjective, and this might not be the real evaluation of your work. What if you got a bad performance review once!

Replacing the Performance Review

Great Leadership By Dan

Guest post from Dr. Tim Baker There is considerable and contestable debate in blogosphere and elsewhere about the viability of the performance review. Another group thinks that with some modifications, the performance review will be fine. Please don''t get me wrong - I am not against performance feedback. My research of managers suggests that in its current form there are eight problems the traditional appraisal has.

Why You Should Ditch Your Performance Reviews

Lead from Within

Every year, more and more organizations are ditching annual performance reviews. Think back over the process for annual reviews and how much time and effort they take—preparing the reviews, discussing them, writing them up, sending them through approvals. The biggest problem with annual performance reviews,however, isn’t that they’re time-consuming. The happier your people are, the longer they will stay and the better they will perform.

How to Make Your Performance Review Process Suck Less

Next Level Blog

This is the time of year when a lot of the leaders I work with are buckling down to write up annual performance reviews for the people on their team. This is a process that almost no one enjoys – neither the reviewer or the reviewee. Seriously, do you know anyone in any role who looks forward to an annual performance review? There are a lot of reasons why annual performance review processes usually suck.

Major Consultancy Simplifies Performance Reviews

Tony Mayo

Everyone loves to hate performance evaluations, and with good reason: Research has shown them to be ineffective, unreliable and unsatisfactory for seemingly everyone involved. For Executives Leadership Development Team Manager Skills Executive Leadership Leadership Leadership Skills Development Performance Reviews

30 Useful Performance Review Phrases

HR Digest

Performance reviews are an essential tool in giving employee feedback and determining areas of improvement and excellence. . No manager actually enjoys doing performance reviews. Added to the problem is how do you handle reviews of large departments.

Why Leaders Need To Stop Using Performance Reviews

Tanveer Naseer

I don’t like performance reviews. Here are three thumbnail cases against performance reviews that you should find terrifying. Argument 1: Performance reviews can put off for up to a year what needs attention now Performance reviews can be a passive-aggressive haven for managers afraid to lead in the present. In most corporations, you can guess the review would be harsh. It’s not about a performance review.

Major Consultancy Simplifies Performance Reviews

Tony Mayo

Everyone loves to hate performance evalua […]. For Executives Leadership Development Team Manager Skills Executive Leadership Leadership Leadership Skills Development Performance Reviews

Why We Hate Performance Reviews and How to Improve Them

Great Leadership By Dan

Everyone hates performance reviews for three reasons that we just need to accept. Read my latest post over at About.com Management and Leadership to find out why and how: Why We Hate Performance Reviews and How to Improve Them. annual performance review performance appraisals performance management performance reviewsHowever, there are three relatively simple fixes that can make the process a lot less painful.

Five Reasons Performance Reviews Suck

Leadership Freak

** Every performance review I ever had was a colossal waste of time. Performance reviews are like Santa Clause, they don’t really deliver. Communication Feedback Goals Leading Managing Personal Growth Taking others higher Values mission & vision change behaviors Leadership Development model behaviors Organizational Development organizational values performance reviewsThe dust laying on yours indicates it’s not worth the paper it’s printed on.

Three Tips for Pain Free Performance Reviews

Next Level Blog

This is the time of year that instills fear and loathing in the hearts of managers everywhere. The bad news is you may also be planning to spend some of those precious hours writing up annual performance reviews for the people that report to you. Organizational Development performance management Performance reviews The good news is that you may be planning on taking some extended time off during the holiday season.

3 Ways to Prepare for a Better Performance Review

Let's Grow Leaders

As I sat on the beach sipping my chardonnay, I vowed to never blow off preparing for a performance review again. Give it a try as you prepare for your own performance review, or share with your team to help them prepare for their meeting with you. 3 Ways to Prepare For a Better Performance Review. Approaching your review with such confident humility immediately puts your boss in helping mode.

Terminate Performance Reviews

Tony Mayo

Knowledge at Wharton published a very well-done summary article on the problems with and alternatives to the traditional annual performance review. “an overall performance management process — one that focuses on goal setting, feedback, coaching and clear statements of the company’s performance expectations — is absolutely critical&# and indeed, is [.]. For Executives Performance Reviews

The Essential Performance Review Handbook

Kevin Eikenberry

By Sharon Armstrong Most all managers and leaders do performance reviews, and most don’t look forward to them. Books Developing Others Leadership Learning coaching performance reviews This practical and broad ranging book may help. About the final third of the book is a compilation of sample forms that an organization could adopt or adapt, but the first 130 pages applies to all leaders [.].

How to conduct 360 performance reviews

HR Digest

Did you know that 90% of Fortune 500 companies use 360 performance reviews with their employers. The next time you have annual performance reviews pop up on your calendar, you may use this guide on how to conduct 360 performance reviews right.

7 Ways to Prepare for a Performance Review so it won’t Feel Like a Root Canal: Manager Version

Great Leadership By Dan

The annual employee performance review is an essential human resource process for documenting how well an employee performed throughout the year, an opportunity to provide feedback to the employee, and serves as a springboard for setting performance and development objectives for the coming year. feedback performance appraisals performance review process preparation

Separate Feedback from Performance Reviews

Coaching Tip

Performance reviews enter the feedback stage once a year with a lot of fanfare. It takes a bow, and in one big show it acknowledges a year''s worth of work performance--good or bad. While the person reviewed is most interested in what salary raise s/he will receive during this once a year conversation. Performance reviews may have a define role to play. Lack of feedback is the number-one reason for performance problems.

Delivering an Effective Performance Review

First Friday Book Synopsis

There are two business topics that seem to bring out the best and (yes) the worst in executives: 360º feedback and performance reviews. Here is an excerpt from an article written by Rebecca Knight for the Harvard Business Review blog. Bob's blog entries “Principles to Remember” Delivering an Effective Performance Review Dick Grote Harvard Business Review blog. Beinecke Professor of Management at Yale School of Management USA Today

How to Prepare for a Performance Review so it won’t Feel Like a Root Canal : Employee Version

Great Leadership By Dan

The annual employee performance review is an important opportunity to get feedback from your manager in order to make sure your performance is meeting expectations and to learn what you need to do to improve. Performance reviews can be used to justify raises or promotions, so it’s important to make sure you performance is accurately documented. career advice performance appraisals performance review process

Prompt, Precise Performance Reviews

Tony Mayo

During the review on the following day, you simply assess the data and discuss how performance compares with objectives. Tony] The reason for this is twofold: first, the notes allow you to verify the individual’s understanding of the review; second, the notes increase consistency from one review to the next. Pressure can be increased simply by increasing the frequency of reviews. You might wonder, “If I manage like this, how will I ever get my own work done?”

The Best Kind of Performance Review

Coaching Tip

"The best kind of performance review is no performance review," says Aubrey Daniels, a clinical psychologist turned management consultant. "It''s The biggest problem with reviews, Daniels says, is that they happen too infrequently. Managers should address issues when they arise , not six or eight months later. The true goal of the performance review isn''t to help the employee--it''s to help the company. "A Stress Management.

The Drucker Difference: Making performance reviews worthwhile

First Friday Book Synopsis

Yes, You Can Make Performance Reviews Worthwhile … and less odious for all parties. The key is to concentrate first and foremost on employees’ strengths. Here is an excerpt from an article written by Rick Wartzman for Bloomberg Businessweek magazine’s “The Drucker Difference&# series (April 8, 2011). To read the complete article, check out other resources, [.].

How to Take the Stress Out of Giving a Performance Review

First Friday Book Synopsis

Here is another valuable Management Tip of the Day from Harvard Business Review. Which is worse: receiving a performance review, or giving one? When you’re the one conducting the review, try doing [.]. Bob's blog entries Delivering an Effective Performance Review Harvard Business Review HBR newsletters How to Take the Stress Out of Giving a Performance Review Management Tip of the Day Rebecca Knight

How to Take the Stress Out of Giving a Performance Review

First Friday Book Synopsis

Here is another valuable Management Tip of the Day from Harvard Business Review. Which is worse: receiving a performance review, or giving one? When you’re the one conducting the review, try doing [.]. Bob's blog entries Delivering an Effective Performance Review Harvard Business Review. HBR newsletters Management Tip of the Day Rebecca Knight Take the Stress Out of Giving a Performance Review

Breaking News… It’s Performance Review Time

Rapid BI

I thought it time I mentioned… In thousands of companies around the world its performance review and appraisal time again. That annual ritual where the objectives are often dig out deep from in a draw, the dust blown off, and the one-to-one meeting held to review recent history. Management annual appraisals performance management performance review Appraisals.

Yearly Performance Reviews SUCK! Managers Can Change That.

Mike Cardus

“I hate doing these yearly performance evaluations”. They are no-where near accurate and often times I feel forced to use recent information to determine employee performance.”. Could you gather performance data during those meetings"?”. In what way may we create a process for gathering performance data on a monthly basis?”. 2 goals from the manager in-line with his longer time frame ; 2 goals from the employee for personal development.

Performance Reviews & Performance Appraisals are already gamified #hrblog

Rapid BI

Do you have performance reviews or appraisals of any kind? The post Performance Reviews & Performance Appraisals are already gamified #hrblog appeared first on RapidBi. Human Resources & Talent appraisal gamification Management performance reviewDo they have a score or rank included in them? then rad on! Readers of this blog will know that I have been interested in gamification for some time.

Memo to HR: Why performances reviews suck

Roundtable Talk

There’s probably one HR process that sends a shiver down most managers backs: the performance review. According to a recent survey in the Globe and Mail , 53% of respondents felt performance reviews were a total waste of time. Having sat through my share of horrible performance reviews, I did actually find myself working in a place where I looked forward to my review times. A Performance PREview….

How One Company Worked to Root Out Bias from Performance Reviews

Harvard Business

Assessing performance Gender Race Diversity Talent management Digital ArticleResearchers worked with a law firm to make two simple changes to their process. A year later, they saw dramatic improvements.

Do You Have A Diva ony our team? The 5 Faces of the Performance Review

Management Craft

Here is a post from Kris Dunn at The HR Capitalist about a white paper titled The 5 Faces Managers See During Performance Reviews (to download it, you will have to register, but it is free). Many managers struggle with the performance evaluation conversation (don't get me started on the fundamental question of WHETHER we should do traditional evaluations.no.). What is the most common face you have seen during your performance review?

5 Questions To Ask At Your Next Employee Performance Review

Eric Jacobson

skip to main | skip to sidebar Eric Jacobson On Management And Leadership Welcome! This blogs tips and ideas are perfect for managers and leaders of all types of small to large businesses and nonprofit organizations. Wednesday, September 1, 2010 5 Questions To Ask At Your Next Employee Performance Review Here are five important questions you, as a manager and leader, should ask during employee performance reviews: What have I done to help - or hinder - your job performance?

5 Questions To Ask Your Employees During Performance Reviews

Eric Jacobson

Here are five important questions you , as a manager and leader, should ask during employee performance reviews: What have I done to help - or hinder - your job performance? What can I do in the next review period to help you achieve/improve? Soliciting Suggestions Management Leadership Employee Engagement General Management Skills Performance Appraisals Leadership Skills

Anything but Performance Management (Please!)

Kevin Eikenberry

You might call it something different; but whatever you call it, you know what it is: Performance Management Performance Reviews Performance Assessments Performance Evaluations Performance Appraisals These are ubiquitous in organizational life; so much so that they are typically greeted with apathy, cynicism or even distain. The post Anything but Performance Management (Please!)

Complimentary Resource – Take the Small Business Performance Review Process from Painful to Productive

Strategy Driven

Take the Small Business Performance Review Process from Painful to Productive by SuccessFactors Learn the “insider’s secret” of automating goal-setting and performance reviews to drive and sustain productivity and engagement. In today’s reality, employees and managers alike view the paper-based performance review process as an exercise in “busy work” resulting in a waste of time with very little redeeming value.

Complimentary Resource – Taking the Performance Review Process from Painful to Productive

Strategy Driven

Taking the Performance Review Process from Painful to Productive. Learn how automated solutions can help HR professionals in small to mid-sized companies streamline the review process. This eGuide explains how forward-thinking SMBs are discovering automated performance review and goal management solutions that not only take the pain out of the process, but actually drive better employee performance.

5 Questions Your Employees Would Love To Hear During Their Performance Reviews

Eric Jacobson

Here are five important questions you , as a manager and leader, should ask during employee performance reviews: What have I done to help - or hinder - your job performance? What can I do in the next review period to help you achieve/improve? I speculate that most employees have never heard most of these questions from their supervisors on a consistent basis during performance reviews.

Wait, I’m the Boss?!? The Guide for New Managers to Succeed

Skip Prichard

New managers , or those aspiring to manage a team, often are looking for a playbook to help them get started. How do I deal with poor performance? And, let’s face it, seasoned managers often need a refresher on some of the basics. 4 Things Great Managers Do.

Manager: Let Employees Do It

Tony Mayo

But I also want to review you along the way, I want you to tell me how you’re getting those results and I want you to review all these processes and everything else.” For Executives Delegation Micro-Managers Performance Reviews There’s this tendency to say to people: “I want you to get good results.

Mayo 135

How to Help Your Team Reflect on Their Accomplishments

Let's Grow Leaders

Last week we talked about mistakes managers make when delivering performance feedback. Career & Learning Results & Execution accomplishments end of year appraisal performance review results

Team 143

One Way to Reduce Gender Bias in Performance Reviews

Harvard Business

Gender Assessing performance Human resource management Digital ArticleChange the ratings scale you use.

The Common Myths About Performance Reviews, Debunked

Harvard Business

Performance appraisals are one of the most ubiquitous, and also one of the most unpopular, protocols in workplace. But amid these changes, how many organizations have ever taken a close look at how performance reviews actually operate in their own workplace, over the long term? My colleague Martin Conyon and I recently had the opportunity to take a deep dive to do just this , analyzing the performance appraisal data from a large U.S.