Ugh…it’s
performance review time again. Does anyone look forward to either writing or
receiving them? Apparently very few even find them useful. According to a recent performance management training survey, only 13 managers and 6 CEOs out
of 100 find them effective.
What
are the most egregious errors team leaders make when they draw up performance
reviews for their followers?
1.
They are too generic. So many of the
phrases are repeated for every Tom, Dick and Mary that the reviews all begin to
sound the same. Tom is valued as a “team player” but so are Dick and Mary. To
bring real value to the process, you need to be specific about what each team
member has actually accomplished.
2.
Lack of rewards and
consequences.
Think about how a high performing employee feels if they get no recognition for
their superior performance. And what about the employee who turned in a
substandard performance and yet felt no consequences? The high performer will
soon lose motivation and the low performer will feel no incentive to improve.
No comments:
Post a Comment