Do you know anyone who was motivated going into, or coming out of, their annual performance appraisal? Most organizations and employees are dissatisfied with the performance appraisal process, so it remains a curiosity why this methodology continues to exist. Performance appraisals don't improve performance and they don't drive careers; they are an incidental effect of other dynamic systems. In essence, appraisals are the paper-shuffling ritual that sanctifies decisions already made. Ed and Ron will discuss why it's a legal myth that performance appraisals protect you from litigation; and why appraisals instinctively focuses on weaknesses, not strengths. We will also provide three replacements for the annual performance appraisal: Peter Drucker's Manager's letter; After Action Reviews; and Key Predictive Indicators.
The Soul of Enterprise: Business in the Transformation Economy by THRESHOLD