Posted on 01/28/2020 4:22:15 PM PST by ConservativeStatement
You’ve probably been asked to do a performance review at some point in your career. It was probably anxiety-inducing, and it probably didn’t accomplish much. Worse: it was probably mandatory.
Career experts have long advised managers to do away with these kinds of evaluations, backed by heaps of studies deeming the practice outdated, costly, and largely ineffective. Last month, researchers at Harvard University and the University of Pennsylvania found another reason to give them the boot.
Turns out, they’re also sexist.
(Excerpt) Read more at money.com ...
and massage-anystic.
I love a good massage :)
I really don’t care. Maybe if you feelvyouaren’t,getting something well or doingnsomething right, perhaps that’s because in your head you’re not sure and maybe you need to address it,
rather than calling performance exams sexist.
So the women have less confidence. So what? That doesn’t mean performance reviews are sexist. It means women as a group have less confidence in themselves.
When did anyone ever care about men having issues about performance reviews? Buckle down man. Man up, man. Work harder, man.
FFS.
Only if you believe them
They’re not sexist, or racist, or homophobic.
They’re useless.
They evaluate themselves, you evaluate, review together.
Associate acknowledges/signs off on the “gaps in performance” and agrees to a “Personal Improvement Management Plan” or PIMP (I kid you not) that you develop together.
Repeat process with a shorter timeline with incremental reviews that document their failure to meet those “mutually developed & agree to goals”.
I counted 24 supervisors in a 39 year career. I basically ran myself and when reviews came up, I usually said “You know who I am and what you are getting.” (nearly got fired several times.) I still had to do the paperwork for reviews.
Let’s just cut to the chase and say that anything that measures your ability to do a job is sexist.
Ah, yes, more of those “strong women” we hear so damned much about.
The worst of the software programs for this is Success Factors by SAP.
It’s a nightmare to go through the process of it with your direct reports. They always leave angry.
I agree. Most of the ones I’ve done over the years are basically corporatespeak gobbledygook that don’t actually say much of anything.
They are also generally designed so that just about everybody falls short of the “score” needed to get more than a minimal raise.
My experience as one who has given and received annual reviews are these are nothing more than bureaucratic fluffy bs.
You are given a scale of 1-5,
You can’t give anyone a 1 or 2 without tons of concrete documentation from previous months with HR, including a ‘plan of correction and actions’ so to speak.
You can’t give anyone a 4 without tons of concrete paperwork on why they are WAY above Average.
You absolutely, NEVER EVER Possibly can give anyone a 5.
Because that is unobtainable PERIOD.
Really. This the the policy. Even gives you classes on how to do this scoring to ensure everyone does it correctly.
And the whole thing takes countless hours of everyone having to be ‘reviewed’ and turn in their ‘goals’, write about them before, during, after, etc.
The part that irks me the most is having grades 4 and 5 that is not allowed. Then basing annual raise percentage (if they give them that year) based on your score!!!
Doing away with performance reviews is one of Dr. Deming’s 14 Points for Management.
My favorite was from early in my career, when I was a member of a salaried union (don’t ask - was mandatory). every year we were all judged as “average” and given the same raise.
How utterly stupid. The company I work for, all people get annual reviews and it determines the raise amount for everyone except for union hands.
When I went into the Corporate world after working mostly independantly, I coulod not believe the huge amount of time wasted on putting together yearly personal plans, mid-year reviews and year end reviews. Meanwhile as these sucked up huge amounts of time the real work just piled up and would not go away.
At the end of the year it was always a good review but the company is tight on capital right now so raises are minimal with no bonuses. As the CEO flies in on the G6, helicopters into the campus in his $2000 suit and $500 shoes to tell everyone the poor story. Gack.
Deming was right. These time wasters need to die and die quickly.
This dovetails with studies claiming that employee referral hiring programs are biased towards white males.
Sooner or later BigGov will just ban all of it and will tell you who you need to hire.
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