I have been reading this thread with a great deal of interest since the
organization that I work for has been reviewing its own performance
review system to try and develop an alternative system. I am not on the
team reviewing the process, but I have been asked to share ideas and have
also shared some comments from this list.
In my heart, I the idea of performance review systems goes against so much
of what I believe in. I value the individual creativity of my staff and
feel that performance appraisals rank them in a way that is unfair.
However, as a manager I know they want and need feedback. In the end, my
company will develop some form of performance appraisals and will most
likely tie performance and pay together. Before that happens, I would like
to try one last time to offer some ideas.
I have however been frustrated in my reading of this list with the lack of
a clear direction or suggestions that offer alternative methods of
performance appraisals. If performance appraisals dont work, what can
we do? What alternative suggestions can I take to this committee? How do
you debundle function from performance? Pay and performance are facts of
life in the real world. How do you not tie one to the other? Sales in my
department were up 30% over last year yet the organization as a whole was
up over a couple of percentages. How do you reward my department for there
hard work but not the rest, or should you? What kind of system allows for
individual creativity, goal setting and feedback but isnt tied to pay?
Anyone have any hard suggestions?
Larry T. Erdman
Director of Conference Services
Lake Michigan College
Benton Harbor, Mi
Erdmanl@raptor.lmc.cc.mi.us
--Larry Erdman <erdmanl@qtm.net>
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