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Performance Review 2.0
Wondering if it's time to scrap the performance review charade? Don't throw the proverbial baby out with the bath water just yet. Here are eight ways to overhaul your employee evaluation system — and transform your culture in the process.
Performance reviews get a bad rap these days. Employees dread them, vacillating between cynical eye-rolls and desperate last-minute bids to suck up to the boss before review time. Managers see them as an obligation to plow through before they can mark one more task off their endless to-do lists. And lately, prominent business journalists have gotten in on the act, not only questioning the relevance of reviews but suggesting that they're actively harmful to morale and overall organizational results.
Are the naysayers right? Should the performance review be banished to the ash-heap of obsolete business practices?
Absolutely not, says Quint Studer, author of the Wall Street Journal bestseller Results That Last: Hardwiring Behaviors That Will Take Your Company to the Top (Wiley, October 2007). Studer says performance reviews themselves aren't the problem; it's the way companies handle the review process that's flawed.
"Performance reviews are necessary, and when they're done properly, people actually like them," Studer says. "I mean, employees want to know how they're doing. They want to connect with …
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