Rol asked a number of questions about my views on performance review. My
views are developing and the questions and comments that Rol and others
have offered have stretched me.
I believe that employee performance review when it is executed perfectly
does little harm to the organization or the individual other than use time
poorly. The clues as to what is wrong are in the name:
employee: to be effective we must shift the focus of performance
measurement from the individual level to the organization level.
performance: to help employees be more effective (and have more fun) we
must shift our focus from performance (results) to learning.
review: to help the organization and the individual we must shift our
focus from evaluating the past to enhancing the future
I have been doing quite a bit of work with 360 degree feedback but I
believe it has some of the same problems as traditional performance
review. I'm beginning to think that we should abandon formal written
feedback processes for informal, verbal, real time, face to face dialogue.
We need to learn how to give and receive feedback effectively.
-- "Roxanne S. Abbas" <75263.3305@compuserve.com>