Samuel Culbert wrote a wonderfully provocative piece in the Wall Street Journal a couple of weeks back titled “Get Rid of the Performance Review - It destroys morale, kills teamwork and hurts the bottom line. And that’s just for starters.”

Read it here. It’s over-the-top but it sure highlights the things wrong with traditional approaches to performance reviews, including a common thread of managers, subordinates and HR working cross purposes.

Our answer to this at Sonar6 has always been engagement. Performance management has to be useful. Useful for the manager wanting to build performance in their team, useful to the employee wanting support to improve and progress, and most importantly useful to help the organization make better people decisions.

The sentiment is mirrored by Jason Corsello of Knowledge Infusion in his equally provocative piece “We Are Doing Performance Management All Wrong” where he advocates performance management should not be about automating the performance review process, but rather about equiping everyone to make better decisions. Also definitely worth a read.

These icons link to social bookmarking sites where readers can share and discover new web pages.
  • Digg
  • del.icio.us
  • Google
  • Furl
  • Reddit
  • Technorati