Comments on: Performance Without Appraisal

By: Haupia

Haupia — Tue, 14 Oct 2008 21:52:59 +0000

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?

By: WillG

WillG — Mon, 28 Jul 2008 20:00:25 +0000

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

By: Curious Cat Management Improvement Blog » Seven Fatal Flaws of Performance Measurement

Tue, 25 Sep 2007 16:13:31 +0000

[...] Performance Without Appraisal – Jeffrey Pfeffer on Evidence-Based Practices – Problems Caused by Performance Appraisal – The [...]

By: Curious Cat Management Improvement Blog » New Rules for Management? No!

Curious Cat Management Improvement Blog » New Rules for Management? No! — Mon, 09 Oct 2006 22:41:31 +0000

[...] “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. [...]

By: Curious Cat Management Improvement Blog » Performance Appraisal Problems

Curious Cat Management Improvement Blog » Performance Appraisal Problems — Mon, 09 Oct 2006 22:41:14 +0000

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…

By: CuriousCat: Failed Practice - Forced Ranking

CuriousCat: Failed Practice - Forced Ranking — Sat, 19 Aug 2006 15:44:45 +0000

“Our clients have learned that a performance management system that reinforces a culture of engaged employees can be at tremendous competitive advantage…”

By: CuriousCat: Performance of People and Appraisal

CuriousCat: Performance of People and Appraisal — Thu, 29 Jun 2006 13:00:25 +0000

“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…”