Yeehaaww! I’m stirring up the blogsphere a bit. I´d like to start this post off by acknowledging the folks who have linked to this series and offered their own spin on the topic of performance appraisals:
Tom, over at the True Talk Blog offers, HR is Dead, Long Live HR.
9 to 5 and Otherwise offers this post, Whose performance are we appraising?
The Gild Blog asks, Performance Appraisals: Good or Bad?
Those @*!%&@! Performance Appraisals.
And Johnnie Moore puts a nice visual on this issue with, Haneberg Confronts Naked Emperor.
When I left yesterday’s post, I wondered why more companies don’t stop using a system they know does not work. If this were a product, it would be rendered obsolete. If it were an employee, he or she would be defenestrated before you could open the blinds.
Maybe one of the reasons that more corporations have not stopped using performance appraisals is that the alternative is unclear. I am guessing this is why my HR friend is looking for an option.
I can understand wanting an alternative, but it is also a bit odd.
If you have a system that is damaging and everyone hates, why do you need a replacement? Why not just stop? Surely stopping the appraisal process would be helpful and a huge relief. I don´t think we need an alternative to appraisals to discontinue their use.
What would a replacement aim to achieve? To improve performance, right? Isn’t the solution to do what we know helps maximize performance?
As I write this I am thinking about someone trying to stop smoking. It´s something clearly bad for his health but he is finding it tough to quit. In this situation, there is a chemical dependency and a behavioral dependency that makes it more difficult to quit. Gums, patches, and support groups help compensate for this.
But with reviews, I think we can and should just stop. Just stop.
I promise you, now one will feel withdrawal pains!
Fine print: There may be a few HR folks or senior managers that would feel like something is missing (it is called worthless bureaucracy and it is good to reduce!). And perhaps a few ultra-micromanagers will miss feeling superior and in power.
After we stop appraisals, then, separately, we focus on building an environment that optimizes performance. Let´s talk about that tomorrow!