“WHY YOUR BOSS IS WRONG ABOUT YOU,” blared yesterday’s headline in The New York Times, over an opinion piece suggesting performance reviews are inherently, fatally flawed.
The writer, UCLA management prof Samuel Culbert, said “nothing could be less fair” than these reviews.
Why? Because, he says, they don’t measure how well an employee actually performs, but how “comfortable” the person giving the review – usually the immediate supervisor – is with the employee.
Just as bad, Culbert says, the prospect of the review makes employees “too scared to speak their minds” about problems the organization needs to know about.
Do you believe performance reviews are so wrong that they should be tossed? Leave a comment below and share your opinion.
In the meantime, you might want to ask yourself a couple of questions about how your organization does reviews:
- Is the review basically up to one manager? Are you comfortable with that?
- Is there a system to let people “appeal” reviews they deem unfair — without being punished or tagged as someone who can’t take criticism?
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