Quotes in performance appraisal
A company could put a top man at every position and be swallowed by a competitor with people only half as good, but who are working together.
Best efforts are essential. Unfortunately, best efforts, people charging this way and that way without guidance of principles, can do a lot of damage.
the system that people work in and the interaction with people may account for 90 or 95 percent of performance.
The idea of a merit rating is alluring. The sound of the words captivates the imagination: pay for what you get; get what you pay for; motivate people to do their best, for their own good.
The effect is exactly the opposite of what the words promise.
If I were to command a general to turn into a seagull, and if the general did not obey, that would not be the general's fault. It would be mine.
Good execution of performance appraisal is not the solution. More people are realizing that improving how performance appraisal are done is an attempt to do the wrong thing better. If you insist on doing the wrong thing, I suppose you might as well do it better but how about just not doing the wrong thing at all?
The idea of a merit rating is alluring. The sound of the words captivates the imagination: pay for what you get; get what you pay for; motivate people to do their best, for their own good.
The effect is exactly the opposite of what the words promise. Everyone propels himself forward, or tries to, for his own good, on his own life preserver. The organization is the loser.
The merit rating rewards people that conform to the system. It does not reward attempts to improve the system. Don't rock the boat.
One gets a good rating for fighting a fire. The result is visible; can be quantified. If you do it right the first time, you are invisible. You satisfied the requirements. That is your job. Mess it up, and correct it later, you become a hero.
Performance appraisal is that occasion when once a year you find out who claims sovereignty over you.
Leaders need to understand that there is no good way to do performance appraisal. It is inherently the wrong thing to do. Leaders need to know what is wrong with performance appraisal and what to do instead.