Performance Appraisals – Is Good Execution the Solution?
Performance review proponents say the way it is done matters most[the broken link was removed] (based on reaction to: Performance appraisals get low marks[the broken link was removed]):
Deming, it seems, has many fans. His view of performance reviews? He included them in his catalog of the “seven deadly diseases” afflicting U.S. management in the late 20th Century. Byrne referred to Deming when he wrote: “The ‘report card’ type of yearly review [does] more harm than good. Review the person and their work all through the year and skip the sit-down review. Everybody ‘needs improvement,’ so [provide feedback] daily.”
Good execution of performance appraisal is not the solution. More people are realizing that improving how performance appraisal are done is an attempt to do the wrong thing better. If you insist on doing the wrong thing, I suppose you might as well do it better but how about just not doing the wrong thing at all? What should be done? See: Performance Without Appraisal and read chapter 9 of The Leader’s Handbook.
Related: Problems Caused by Performance Appraisal – Deming on Performance Appraisal – Performance Without Appraisal #2 – Performance Appraisal Problems