This Blog has been moved.
You can find this post on: https://culture-hacking.squarespace.com/
For time immemorial ratings have been a bugbear.
Interesting article Joris. I like a lot of your points. For the most part, this matches what I consider to be good practice, see http://www.cognology.com.au/HowDoesPMWork.htm. The one-on-one is critical.
You’ve said you’ve removed the unconstructive focus on ratings. The two axis approach is interesting. Often managers will overrate a person using a traditional approach to acknowledge effort. Your approach provides a way to avoid this. Are you using the two axis approach to drive bonus, or does everyone get a bonus based on some other criteria?
I totally agree about the 360 review. I think it should be done at the start of a performance cycle, rather than the end. Partly so people can focus on it without having the distraction of potential pay increase/bonus, but also because it should be largely about development.
Pingback: Wait, only 5 boxes for performance review questions? | Small Improvements Blog
Fill in your details below or click an icon to log in:
You are commenting using your WordPress.com account. ( Log Out / Change )
You are commenting using your Twitter account. ( Log Out / Change )
You are commenting using your Facebook account. ( Log Out / Change )
You are commenting using your Google+ account. ( Log Out / Change )
Connecting to %s
Notify me of new comments via email.
Error: Twitter did not respond. Please wait a few minutes and refresh this page.