Time to Ditch Performance Reviews
Annual employee performance reviews are “a curse on corporate America,” said Samuel Culbert. Any manager or worker will tell you that these evaluations are “a pain to give” and “a pain to get,” but they persist because they’re assumed to be a necessary part of the modern workplace. My question is, “Says who?” For starters, they’re not objective. “Surveys show that most employees get completely different reviews if they are rated by a second boss.” And “since most companies limit the number of top grades managers can give out,” the reviews end up discouraging teamwork and “inhibiting workers from speaking truth to power.” Don’t get me wrong: “I do want accountability.”
But performance reviews put all the blame on employees, when the boss should be “accountable as well, since it’s the boss’s job to make sure employees succeed.” It’s time to take the “whip out of managers’ hands” and focus on a proactive approach, which deals with issues while there’s still time to get good results. “Only then can all workers feel free to say what they think without fear of being punished by their words down the road.”
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