As far as I’m concerned, there’s one certainty about performance reviews: they are a curse upon our workplaces. They allow bosses to intimidate, rather than manage. They hurt morale and prevent teamwork. And they ensure that honest communication doesn’t have a prayer in the office.
They do enormous damage —to bosses, to their subordinates, and to the companies they work for. But the good news is that it doesn’t have to be this way.
There’s an alternative that has the potential for achieving all the benefits that performance reviews allegedly achieve, but never will: holding people accountable for their actions, giving managers and employees the kind of feedback they need for improving their skills, and giving the company more of what it needs…
It is the performance preview, in which manager and employee act as a team. We have to replace the one-side-accountable, boss-administered/ subordinate-received performance review with a two-sided, reciprocally-accountable performance preview. We need a dialogue, not a monologue.
We have to move from the performance review, where bosses tell subordinates what they’re doing wrong and how to fix it, to the performance preview where the boss’ mission isn’t to find fault but to simply improve the company’s performance.
Imagine if both the subordinate and boss were charged with thinking more broadly about results, so they could adjust their goals along the way if they can convince the big boss that the old criteria no longer make sense.
Posted by Col neerav bhatnagar,MANAGING DIRECTOR at DAKSH GLOBAL|04 Aug, 2010
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