21–30 of 342 posts
Seriously, what performance reviews in 2018 don't involve a self appraisal? Pretty much everything he recommends has been part of the performance review process at my company for the last 8 years. And I'm not saying our process couldn't be improved, but this article offers no real insights of any kind.
Today I have my own company and I try to hire the same type of person. It is a profile increasingly hard to find. Someone who "needs" a review is typically not a good fit for my management style, and someone who can anticipate the needs of my business I try very hard to retain.
What's the alternative, exactly? You still need some way to tell people whether they are promoted or how big a bonus they get and why it happened that way. Whether you call that communication a "performance review" or not seems like an irrelevant detail.
If you've been giving them actionable feedback throughout the year, then it should be as simple as "here is your new salary and your new title" and no one should be surprised about anything.
They spend SO MUCH time on it, for a thing that is mostly irrelevant to how things seem to operate. It’s not like drastic changes are being made to peoples’ salaries or hours off it. Or job titles.
I tend to work with people from East Coast finance world, and they not too keen on the touchy feely story telling stuff. Its sort of expected that you have to have thick skin and get to the point.
If you want constructive feedback to build your career you need to find a personal mentor, build a relationship, and regularly check in to both provide updates and solicit feedback.
What's the alternative, exactly? You still need some way to tell people whether they are promoted or how big a bonus they get and why it happened that way. Whether you call that communication a "performance review" or not seems like an irrelevant detail.
> You still need some way to tell people whether they are promoted or how big a bonus they get and why it happened that way. If you've been giving them actionable feedback throughout the year, then it should be as simple as "here is your new salary and your new title" and no one should be surprised about anything.
(Not to defend performance reviews explicitly--there may be a much better approach that accomplishes the same goal)
I was a young employee during a recession, and finding work was difficult. When I landed my first job I was I was grateful and focused on ways I might make my work contribute to the company's bottom line, by pushing the limits of my job description and tasks to ensure my role impacted revenue and value creation. I appreciated training and feedback, but forced myself to deliver results autonomously through self-teachi…
What's the alternative, exactly? You still need some way to tell people whether they are promoted or how big a bonus they get and why it happened that way. Whether you call that communication a "performance review" or not seems like an irrelevant detail.
Companies are using performance reviews to try to tackle two things: Compensation (bonuses, promotions) & feedback.
Compensation and feedback should not be lumped into one event.
I disagree with this dudes blog. I love my reviews. I seek criticism so that I can improve and like the positive feedback because it helps motivate. But maybe I am an outlier. And as a person who has to give reviews, I want to tell people where they need to work on and praise their strengths. I tend to work with people from East Coast finance world, and they not too keen on the touchy feely story telling stuff. Its s…