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Employee performance: Continuous, constructive feedback yields results:
Include coaching. Annual reviews often are used as the only performance communication tool. They give the associate a “grade,” but do they have a well-crafted development section? Do they have a plan for how you are going to partner with them to help them grow? If they do, how often do you visit the plan throughout the year to make sure it’s on track?
Exactly right. As I have discussed I don’t believe in the annual performance rating (Performance Appraisals - Is Good Execution the Solution? - Performance Appraisal Problems…) so I would just skip the grade. The correct strategy, communicate and coach continually. Have defined process that are clear to everyone. Have clear expectations for what people are suppose to do and have methods to make problems visible so they can be addressed.
Related: Performance without Appraisal - posts on performance management - Ritz Carlton and Home Depot - Customer Focus at the Ritz
More good points. This stuff is not exactly rocket science but so few organizations do this well - even as obvious as it is.
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June 7th, 2007 at 9:45 am
[...] Or was Curious Cat Management Blog Talking about another “Frank” this morning in their Continuous, Constructive Feedback article? The feebackee (I just made up that word) is named “Frank”, so I like to [...]
December 13th, 2007 at 8:40 am
That is just a start on the problems with annual rating of people. On page 101 of Out of the Crisis Dr. W. Edwards Deming states the following as one of the seven deadly diseases…