This Blog has been moved.
You can find this post on: https://culture-hacking.squarespace.com/
Pingback: Saturday Shoutout!!! What’s the issue with performance reviews? « tonywiggins
Pingback: What’s the obvious issue with performance reviews staring us right in the face? « Culture Hacking
Pingback: What if you could start with a clean slate? Introducing performance reviews and 360s from scratch | Culture Hacking
Excellent summary of the inherent negativity associated with ratings Joris – thank you (and congrat’s on your Blog BTW – great!) . Agree 100%. How do you recommend companies then deal with (and communicate to staff) paying for performance and linking bonus to performance? Would love your insights.
Have you got any solution for this problem ? I think that ratings are not good at all. I would say that the best feedback would be just simple indication of both sides – good and bad, starting with bad to have better aspects saved for the end (leaving a positive impression after all). A manager should always indicate weak points to set some goals to achieve for an employee. Thanks you for great article 🙂 Greetings from Poland.
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.