Tag Archives: Performance Appraisal

Red Bead Experiment Webcast

Posted on April 22, 2009 by John Hunter

Dr. Deming used the red bead experiment to present a view into management practices and his management philosophy. The experiment provides insight into all four aspects of Dr. Deming’s management system: understanding variation, understanding psychology, systems thinking and the theory … Continue reading →

Posted in Data, Deming, Education, Management, Performance Appraisal, Psychology, quote, Respect, webcast | Tagged , , , , , , , , , , , | 3 Comments

Get Rid of the Performance Review

Posted on October 27, 2008 by John Hunter

Get Rid of the Performance Review! by Samuel Culbert To make my case, I offer seven reasons why I find performance reviews ill-advised and bogus. … Inevitably reviews are political and subjective, and create schisms in boss-employee relationships. The link … Continue reading →

Posted in Deming, Management, Performance Appraisal | Tagged , , | 1 Comment

Performance Appraisal Problems

Posted on October 6, 2008 by John Hunter

More and more people are willing to state the frustration with the performance appraisal process. Some have been willing to take the logical step of eliminating that which causes problems but many still don’t think elimination of performance appraisals is … Continue reading →

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Individual Bonuses Are Bad Management

Posted on August 7, 2008 by John Hunter

Gojko Adzic provides a nice post on Mary Poppendieck’s presentation at Agile 2008 on bonus, compensation and motivation: Paying programmers: are bonuses bad and what to do about it? In software development, it is very hard to establish the effects … Continue reading →

Posted in Competition, IT, Management, Performance Appraisal, Psychology, Respect, Software Development, Systems thinking | Tagged , , , | 1 Comment

“Pay for Performance” is a Bad Idea

Posted on July 21, 2008 by John Hunter

Pay for performance is a bad investment [the broken link was removed] by Pete Waters “Teacher pay set by the results” was the headline of a (Baltimore) Sun article I read the other day which suggested that “performance-based bonuses (were) … Continue reading →

Posted in Deming, Management, Performance Appraisal, Systems thinking | Tagged , , | 1 Comment

Management Blog Posts From June 2005

Posted on June 24, 2008 by John Hunter

Here are the blog posts from 3 years ago this month on the Curious Cat Management Improvement blog: From Mechanistic to Social Systemic Thinking – Targets Distorting the System – Dilbert and Deming. The Dilbert site has learned to take … Continue reading →

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Deming and Performance Appraisal

Posted on April 22, 2008 by John Hunter

Guest post by Ron Kingen (originally posted to the Deming Electronic Network) Several weeks ago someone in the DEN list ask what did Dr. Deming recommend about this issue, well I ask that very question of Dr. Deming back in … Continue reading →

Posted in Deming, Management, Performance Appraisal, Systems thinking | Tagged , , | 1 Comment

Performance Appraisals are Worse Than a Waste of Time

Posted on December 13, 2007 by John Hunter

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

Continuous, Constructive Feedback

Posted on June 7, 2007 by John Hunter

Employee performance: Continuous, constructive feedback yields results [the broken link was removed]: Be specific. If you simply say “Good job, Frank,” Frank won’t know exactly what he did to get that atta boy. Therefore, he can’t consciously work to repeat … Continue reading →

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

Performance Appraisals Performance

Posted on February 21, 2007 by John Hunter

Appraising the Performance Of Performance Appraisals [the link that IEEE broke was removed] by Harry Goldstein: The traditional annual review covers a lot of ground: coaching and guidance for the employee, feedback and communication, compensation, staffing decisions and professional development, … Continue reading →

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