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A recently published book on the topic of annual performance reviews was brought to my attention this week. It’s getting quite a bit of press and while I haven’t read it, from one of the articles I have seen, it still lacks a ‘prescription’ for what to do instead. I took to my Flip Video camera to share my views on why and when to measure employee performance. The value is not just for the organization but should benefit the performer as well. The benefit to the employee is misunderstood and consequently overlooked when considering a measurement system.
I have said many times that the best job you will ever have is one where you know at the end of the day how well you performed. Most employees don’t have such a job now but with increased ability to measure performance through modern technology, managers can, and should, provide them. Organizations need to drastically change the method and frequency by which they measure employee performance.
Measurement allows performers to see the small improvements that occur over time and in doing so, it allows managers many more opportunities to provide positive reinforcement. Annual performance appraisals have never been successful at getting more of the behavior an organization needs and they certainly don’t provide any opportunities to provide positive reinforcement to your employees in a meaningful and productive way.
If you are accountable for the performance of others, you really ought to consider attending Designing a Performance Measurement System led by Dr. Bill Abernathy. Since there is much to be said on the subject of effective performance measurement, I would suggest that you take a look at my blog post from earlier this month. It is a podcast on Oops! #3: Performance Appraisals. With a system that allows performers to see their accomplishments daily and with managers and supervisors who understand how to deliver positive reinforcement effectively you will be able to create a high performance culture where everyone wins.
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