Comments on: Performance reviews – a global scourge Thu, 21 Jul 2016 07:57:19 +0000 hourly 1 By: Benny_Acosta Tue, 01 Jun 2010 19:51:47 +0000 Performance reviews kill morale. A VERY over used word is “professionalism”. Professionalism means knowing your job well, and doing it efficiently and effectively every time.

But these days “professionalism” means, look good, smell good, and speak pleasantly enough to appear more competent than you really are. And it reaches the highest levels. That mindset is what creates the problems that corporate life causes the rest of society.

What ever happened to honest effort? What ever happened to REAL teamwork? These days bullshit is what gets you promoted and paid. Just look at the executives at Goldman Sachs and BP.

By: sk_usa Tue, 01 Jun 2010 18:37:32 +0000 Hello Bernd,
You shouldn’t have too much first hand experience with performance reviews :).

I see you writing about Mexico and drugs, about Afghanistan, China. That what polarize people.

But performance reviews?!!!
Are you getting sucked into dirty, murky waters of corporate life? Like this guy who “work on a floor of 90 people and four of those people take home about 70% of the annual bonuses”.

As usual I don’t agree wit you :).

Performance review is just stupid legal cover up to dispatch people. But is not real corporate problem.

The real problem is current corporate law. It allows management to use proxy voting to hijack votes of small shareholders. these hijacked votes are used to impose handpicked corporate board… You know the rest of the story. Huge bonuses, no personal responsibility, golden parachutes… Broken corporate culture.

By: drewbie Tue, 01 Jun 2010 17:39:10 +0000 At my previous retail job, my manager got her review before she gave us ours. She wasn’t allowed to score any of us higher than the rating she got.

By: LaurLaur Tue, 01 Jun 2010 17:22:04 +0000 Something else that is total bull—-?
Rating on the bell curve.
“Well, we already have the high scorer (brown noser) so, you have to fall on the bell curve at some lower point (between the high scorer and the lazy one).”
What a joke.

By: JetJaguar Tue, 01 Jun 2010 16:17:40 +0000 Hear, Hear! I think they are uncomfortable for both the manager and the employee. It’s the employees who make the company go. What about their impressions of the management? What do they see mgmt doing? Swanning up and down the halls, sitting in meetings?

I think cultivating true respect and admiration for the mgmt and the company in the minds of the employees is more important than shooting at their feet and making them dance.

How is this done? Leadership by example, for one thing. Employee feedback is another. It has to come from the top. When VP’s are divided for the purpose of conquering by the corner office, the culture of fear will permeate the organization.

By: 7jcjg Tue, 01 Jun 2010 15:12:06 +0000 he claims that there is only one way to implement MBO, but as everyone knows, you actually CAN reward employees for corporate/group success, you CAN hold informal “previews”- as he calls them- even with a yearly formal review, and ESOPs have actually been on the rise over the years. also, who ever said that you must bell curve a performance review? never have i been told that performance reviews should be bell curved; obviously that takes away from the objectivity of the review, so if companies are doing this, simply abolish that practice, not the whole practice of performance reviews. the grass isn’t always brighter on the other side; simply more complicated

By: HBC Tue, 01 Jun 2010 14:51:48 +0000 This reminds me of Brian Butterworth’s excellent book ‘Marked for life’ from the early 70s. Also, that the language of business is – regrettably – still more of a forked or foreign tongue today than it should be, given all we’re supposed to have learned in this greatest of all possible worlds.

There has to be a better way.