Category Archives: Performance Appraisal

Don’t Use Performance Appraisals

I like to continue to push for some things that might not seem achievable to many. It is too easy to accept that things have to stay the way they are. Several of Dr. Deming’s list of Seven Deadly Management … Continue reading

Posted in Deming, Management, Performance Appraisal, Psychology, Respect | 5 Comments

Performance Appraisals are Worse Than a Waste of Time

Appraisals are a waste of Time Most British workers will certainly leave their appraisal fired up and motivated, but only to look for a new job, new research from workplace and HR body Investors in People has concluded. Nearly half … Continue reading

Posted in Deming, Management, Performance Appraisal, Psychology, Respect | Tagged , , , , | 4 Comments

Getting and Keeping Great Employees

I am not convinced of the premise of The new war for talent: that there will be a great shortage of talent soon. But the article makes some interesting points. The Conference Board CEO Challenge of 2007 points out that … Continue reading

Posted in Management, Performance Appraisal, Respect | 1 Comment

The Problem with Targets

Targets can seriously damage your health by Simon Caulkin Targets, claim their defenders, are simple, they provide focus, and they work. Yes, they do. Unfortunately, these are also their fatal flaws. The simplicity is a delusion. As Russ Ackoff put … Continue reading

Posted in Deming, Management, Performance Appraisal, Systems thinking | Comments Off on The Problem with Targets

CEO’s Given Lottery Sized Payouts

Comment on: Fun With Statistics, CEO Life Edition In the US, CEO’s tend to be fairly interchangeable these days and it is rare for their tenure to exceed five years. There are some notable exceptions such as chain-saw Al and … Continue reading

Posted in Deming, Management, Performance Appraisal, Systems thinking | 2 Comments

Seven Fatal Flaws of Performance Measurement

The Seven Fatal Flaws of Performance Measurement by Joseph F. Castellano, Saul Young, and Harper A. Roehm Performance measurement systems are used to establish specific goals, align employee behavior, and increase accountability. Organizations often use these systems to set targets … Continue reading

Posted in Deming, Management, Performance Appraisal, Statistics, Systems thinking | Comments Off on Seven Fatal Flaws of Performance Measurement

Hiring – Does College Matter?

Another essay by Paul Graham packed with great thoughts – this one on hiring, colleges, measuring performance of people, etc.. Practically everyone thinks that someone who went to MIT or Harvard or Stanford must be smart. Even people who hate … Continue reading

Posted in Data, Education, Management, Performance Appraisal, Psychology | Comments Off on Hiring – Does College Matter?

Google Exceeded Planned Spending on Personnel

Often people have trouble understanding Dr. Deming’s disapproval of arbitrary numerical targets. What he was trying to prevent is what many see every day, such as managing to quarterly earnings targets. There are several problems with numerical goals but in … Continue reading

Posted in Deming, Google, Investing, Management, Performance Appraisal, Psychology, quote | 3 Comments

How to Get Ahead

Deep Thinkers Need Not Apply: How To Get Ahead In the Modern Business World [the broken link has been removed – when will sites be managed with the known wise practices from 1998 (web addresses need to live forever)?]: Fast … Continue reading

Posted in Career, Management, Performance Appraisal, Psychology | Tagged , | Comments Off on How to Get Ahead

People are Our Most Important Asset

One of the beliefs I try and get the organizations I work for to adopt is to truly value excellent people. The costs are challenges of hiring great people, to me, makes it critical to do what you can to … Continue reading

Posted in Creativity, Deming, Management, Performance Appraisal, Psychology, Respect | Tagged , , , , , , , | 9 Comments