As many of you know there is a huge argument about performance appraisal and whether we should eliminate it or not. I come down on the side of “not.” I think people want to know how their boss perceives their work.
A student in my PHR prep class sent me an article called This is why people leave your company by Josh Cincinnati where he interviewed Carly Guthrie, principal of Guthrie HR Consulting. It is an excellent article and Guthrie doles out some very strong advice, strongly recommend you click through and read it. But there was one point she made I thought was brilliant and it dealt with performance management.
She related some advice that a general manager had given her when she was working in a restaurant. That general manager told her:
“If we’re doing our job as leaders, a performance review should only be two columns: Column A is what you do great and Column B is what you do not-so-great. Now, here’s how we move things from Column B to Column A.”
I think that is a concept that most managers could get behind which make them much more likely to do it effectively. It is also something most employees could embrace as well, because, if backed up by data it takes the subjectivity out of the process. Subjectivity is the largest area of complaint about the performance review process.
A little process and a little training
To be effective at this method, managers will have to be taught how to collect the appropriate performance data. They will also have to be taught how to deliver it in a non-judgmental manner.
If you have been struggling with performance management give this a try. Maybe the balance sheet method will work for you.