Performance Appraisals: The Case Against Performance Appraisal
Performance Management is NOT an Annual Appraisal
Performance management isn't an annual appraisal. Here's information about performance management, as well as performance management systems and performance management tips.
Performance Appraisals Don't Work
Performance appraisals, or performance reviews, as they have traditionally been approached in organizations are fundamentally flawed. The adoption of a performance management system instead will improve both employee performance and employee motivation.
Take Those Numeric Ratings and ... Make Them Motivational
Numeric ratings are one of the most abused components of any measurement system. They make people angry, destroy fragile working relationships, make one employee judge another, and create an uncomfortable situation for both the rater and the person whose work is being rated. The wonder to me, the way most rating systems are designed, is why you would expect anything different from their use.
Stupid Things Managers Do To Screw Up Performance Appraisal
Robert Bacal's recent book highlights the potential pitfalls of the traditional performance management and development process. Find out ten things managers do to make performance appraisal ineffective.
Why Ratings Based Appraisals Fail
Robert Bacal explores why performance ratings fail to produce the results you want from them. They provide an illusion of fairness, and fail to help fully illuminate employee development needs.
Performance Appraisal Systems That Rank, Rate, and Artificially Limit
Performance appraisal systems that rank employees, especially ones that limit the number of employees who can perform exceptionally, are not motivational. Find out more.