Bumper Posted March 14, 2010 Posted March 14, 2010 One of my Profs is writing a book on getting rid of performance reviews. He asked me if i could post a survey on our website. If you can spend 2 mins of your time answering the 10 questions in the survey, I'd appreciate it. The home page for the book: http://www.performancepreview.com/ Here is the survey: http://www.performancepreview.com/survey.html If you have anything more to share, you may do so here: http://www.performancepreview.com/perfpreview/ppweb/forum/
yoda Posted March 16, 2010 Posted March 16, 2010 Your Score is: 50 d) was my favorite answer :giggle:
Sooda Posted March 16, 2010 Posted March 16, 2010 Torn here too I actually think in my case that they havent happened often enough (for the most part).. relatively new to the work world though so I havent faced enough of these tbh Do you guys think reviews should be scrapped altogether? on the face of it seems silly, how else do we know how weve done? (...maybe I should read the site and find out ... :D)
goose Posted March 16, 2010 Posted March 16, 2010 I scored 30. I've been a financial derivative trader for well over 10 years and my line manager recently remarked in a review i needed to be more prompt in responding to my phone line ringing. F%CK OFF.
coffee_rules Posted March 17, 2010 Posted March 17, 2010 13-35 POINTS You are torn. You want to be a team player, you really do. But the rules just seem so stupid. I agreed with some options about the practicality of the reviews, but I don't think they ought to be done away with. There is no way to determine how to set salary grades, different bonuses for different emps based on performance, without a process. If done by a practical honest guy, it's worthwhile (the benefits it pays are good). Once, I had a desi manager who did the performance review in a bar over a mug of beer. he paid for the beer too.
yoda Posted March 17, 2010 Posted March 17, 2010 I scored 30. I've been a financial derivative trader for well over 10 years and my line manager recently remarked in a review i needed to be more prompt in responding to my phone line ringing. F%CK OFF. Thought you were an independent trader.
Desi Cartman Posted March 17, 2010 Posted March 17, 2010 Your Score is: 18 Im not impressed with the survey. It doesnt ask what an employee want out of the review .. the action following the review. If there is any positive action then its all worth it else its all worthless.
Bumper Posted March 17, 2010 Author Posted March 17, 2010 Thanks to everyone who took the survey. Much appreciated!
Nova Posted March 17, 2010 Posted March 17, 2010 Torn with a score of 18. Some questions didn't have a clear answer for me so I chose the best available choice. I am for performance reviews. What is the alternative to this system? If you do not review, then some people will slack off and lack motivation to improve on the job.
Bumper Posted March 17, 2010 Author Posted March 17, 2010 Torn with a score of 18. Some questions didn't have a clear answer for me so I chose the best available choice. I am for performance reviews. What is the alternative to this system? If you do not review, then some people will slack off and lack motivation to improve on the job. The Prof's point is that the way performance reviews are administered defeats the very purpose. Performance is a 3 variable equation, the variables being: The operative, The observer's mindset & the Chemistry between the two. Naturally people get diff reviews when they get a diff boss. And worse, the same person evaluated by two diff bosses (in some systems) get two diff ratings. The metrics used for metering one's performance (meets expectations, exceeds expectations etc), the quantitative ratings on a scale of 1-5 etc are semantically ambiguous & is left to the observer's judgment. Besides putting people on the bell curve forces managers to rank people as average. As a result the process that is supposed to enhance performance has the opposite effect. The result is that 70% of the people are walking around pissed off thinking they are just average. My own subordinate was in tears when she received a "3" (meets expectations) for her performance last year. Instead the Prof recommends "performance previews" that is based on team work & trust. You can read more about it on the website above.
Nova Posted March 17, 2010 Posted March 17, 2010 ^ Thanks for your input. Here is my scenario. My performance review is based on a score of 1-5 (5 being the best). In many cases the higher management has already decided what kind of raises to give. The review is then drafted to reflect that pre determined raise. A high value of 5 gives me a better raise, but the company is reluctant to do that coz they don't want to part with more dough. I agree that the quantitative rating is ambiguous, but the bottom line is that any other review system will not be a true reflection of one's ability, but will always tend to be influenced by monetary compensation.
Bumper Posted March 17, 2010 Author Posted March 17, 2010 ^ Thanks for your input. Here is my scenario. My performance review is based on a score of 1-5 (5 being the best). In many cases the higher management has already decided what kind of raises to give. The review is then drafted to reflect that pre determined raise. A high value of 5 gives me a better raise, but the company is reluctant to do that coz they don't want to part with more dough. I agree that the quantitative rating is ambiguous, but the bottom line is that any other review system will not be a true reflection of one's ability, but will always tend to be influenced by monetary compensation. That's the whole point of performance previews. Its not intended to rank people or pass judgment on them. It is to foster team work. The team is accountable as a whole. Perhaps too ideal for the real world that is too deeply entrenched into the 1-5 system. Personally I think a combination of these two (reviews and previews) would be a good trade off for most companies.
Nova Posted March 17, 2010 Posted March 17, 2010 It would be unfair to the whole team if only a select few people are being disruptive. Performance reviews should definitely pass judgment and point out their weakness. I don't see anything wrong with that. May be I am in minority...I did get a score of 18 which is on the lower side :D
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