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In response to the Alternatives to Stack Ranking? post on the popular Mini-Microsoft blog.
I strongly suggest chapter 9 (Performance Without Appraisal) of The Leader’s Handbooks, by Peter Scholtes. You mentioned Deming. When asked “If we eliminate performance appraisals, as you suggest, what do we do instead?” Dr. Deming’s reply: Whatever Peter Scholtes says.” (page 296).
Abolishing Performance Appraisals by Tom Coens and Mary Jenkins also provides great practical examples.
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Actually, I just noticed the previous post to the mini-microsoft blog pointed to us.
* Total Quality or Performance Appraisal: Choose One by Peter Scholtes.
The comments on the mini-microsoft blog shows performance appraisal continues to be an emotional topic. People on opposite sides of the debate are very passionate.
I admit it took me longer to accept Dr. Deming’s thoughts on performance appraisal than other ideas (and that is even with Peter Scholtes being a friend which gave me the opportunity to discuss the idea with him). So I understand it is not an easy concept to accept. Management Craft has also been focusing considerable energy on this topic recently.
This is the 100th post to the Curious Cat Management Improvement blog.
Previous Performance Without Appraisal post.
June 29th, 2006 at 9:00 am
“Why can’t performance be numerically rated and ranked? It can’t be defined operationally, it can’t be measured with any degree of precision, it can’t be separated from other effects, and it is destined to vary over time in any case…”
August 19th, 2006 at 11:44 am
“Our clients have learned that a performance management system that reinforces a culture of engaged employees can be at tremendous competitive advantage…”
October 9th, 2006 at 6:41 pm
My best advice is to read chapter 9 of The Leader’s Handbook and read the rest of the Leader’s Handbook and other great management improvement books. And manage using the ideas of Deming, Ackoff, Scholtes, McGregor, Ohno…
October 9th, 2006 at 6:41 pm
[...] “New” rule: “hire passionate people” Wow what a good idea!! I bet no one thought of that before??? The old rule – forced rankings? Now that is something to talk about. Yes that was a bad idea in 1900, 1950, 1990 and 2006. See: problems with forced ranking, performing without appraisal and Dr. Deming on performance appraisal. Even though the old rule was bad I believe GE believed in the new rule. They are not necessarily contradictory – though I believe forced ranking will hobble and force passionate people to leave. [...]
September 25th, 2007 at 12:13 pm
[...] Performance Without Appraisal – Jeffrey Pfeffer on Evidence-Based Practices – Problems Caused by Performance Appraisal – The [...]
July 28th, 2008 at 4:00 pm
I work for a giant company and we have started the mid-year review cycle. Oh, how I would love to use the Deming model to not have all of this work to do. However, the fixed review cycle does give me the empirical data to help me make decisions when it comes to employee ranking and bonus distribution.
I wrote a five-part series on Manager 2.0, and incorporated this very topic of Dr. Deming’s. The article can be found here: http://managerqanda.blogspot.com/2008/07/manager-20-part-iv.html
October 14th, 2008 at 5:52 pm
I am looking for a performance management matrix that I had years ago. It has the standard 5 or 6 columns across w/ “exceeds”, “fully meets”, “does not meet”, etc. Down the side are the standard job requirements such as work quality and quantity. The descriptions in each cell were the expectations of a superhero such as “can jump buildings in a single bound”, “needs a running start to jump over buildings”, “runs into buildings”. Familiar to anyone and know where I can get a copy?