http://skepticlawyer.com.au/2007/06/12/performance-anxiety/ Two lawyers and a larrikin on life, law and liberty. Fri, 19 Mar 2010 11:04:35 +0000 http://wordpress.org/?v=2.9.2 hourly 1 http://skepticlawyer.com.au/2007/06/12/performance-anxiety/comment-page-1/#comment-10933 Club Troppo » Friday's Missing Link on Friday! Fri, 15 Jun 2007 08:24:47 +0000 http://legalsoapbox.wordpress.com/2007/06/12/performance-anxiety/#comment-10933 [...] Eagle has a great post on workplace “performance reviews“, while Slim Bollocks suggests that good workplace leadership obviates any need for a [...] [...] Eagle has a great post on workplace “performance reviews“, while Slim Bollocks suggests that good workplace leadership obviates any need for a [...]

]]> http://skepticlawyer.com.au/2007/06/12/performance-anxiety/comment-page-1/#comment-10936 Legal Eagle Wed, 13 Jun 2007 13:56:31 +0000 http://legalsoapbox.wordpress.com/2007/06/12/performance-anxiety/#comment-10936 Couldn't agree more. Management should be an ongoing process, updated as you go, not just a once a year chore. Couldn’t agree more. Management should be an ongoing process, updated as you go, not just a once a year chore.

]]> http://skepticlawyer.com.au/2007/06/12/performance-anxiety/comment-page-1/#comment-10934 Mike Chitty Wed, 13 Jun 2007 13:33:26 +0000 http://legalsoapbox.wordpress.com/2007/06/12/performance-anxiety/#comment-10934 Common problems with my performance reviews in my experience include: 1. trying to assess an employee against specific criteria or competence frameworks. These assume that there is 'one best way'. They undermine individuality. 2. leaving the PM process until the end of the year when the form has to be filled in - instead of managing performance using 121s, feedback and coaching throughout the year. 3. the whole PM process being to fixated on whatever performanc metrics were agreed at the start of the year and have probably not be updated. 4. focusing on competencies and qualities rather than behaviours 'you have a poor attitude' type stuff. Failure to identify and provide feedback on the behaviours that lead to the conclusion that your attitude is poor. 5. Too tight a linkage between performance review and pay. If money is on the line then people will try to convince you how great they are. Common problems with my performance reviews in my experience include:
1. trying to assess an employee against specific criteria or competence frameworks. These assume that there is ‘one best way’. They undermine individuality.
2. leaving the PM process until the end of the year when the form has to be filled in – instead of managing performance using 121s, feedback and coaching throughout the year.
3. the whole PM process being to fixated on whatever performanc metrics were agreed at the start of the year and have probably not be updated.
4. focusing on competencies and qualities rather than behaviours ‘you have a poor attitude’ type stuff. Failure to identify and provide feedback on the behaviours that lead to the conclusion that your attitude is poor.
5. Too tight a linkage between performance review and pay. If money is on the line then people will try to convince you how great they are.

]]> http://skepticlawyer.com.au/2007/06/12/performance-anxiety/comment-page-1/#comment-10935 Leadership more cost effective than merit pay for teachers « The Dog’s Bollocks Tue, 12 Jun 2007 12:50:23 +0000 http://legalsoapbox.wordpress.com/2007/06/12/performance-anxiety/#comment-10935 [...] The Legal Soapbox has an interesting post about the difficulty of performance appraisals in the corporate workplace and how they actually undermine the effectiveness of an organisation if done poorly without clear criteria and processes. Whether or not it is inspired by the current MSM flurry on merit pay for teachers is hard to say as schools are not mentioned. But, if it’s hard to make it work in a corporation, with clear goals, objectives, processes and chain of command, how in the hell is likely to be successful in schools? If it goes wrong the outcome will be a further degraded public education system, but isn’t that the goal anyway? [...] [...] The Legal Soapbox has an interesting post about the difficulty of performance appraisals in the corporate workplace and how they actually undermine the effectiveness of an organisation if done poorly without clear criteria and processes. Whether or not it is inspired by the current MSM flurry on merit pay for teachers is hard to say as schools are not mentioned. But, if it’s hard to make it work in a corporation, with clear goals, objectives, processes and chain of command, how in the hell is likely to be successful in schools? If it goes wrong the outcome will be a further degraded public education system, but isn’t that the goal anyway? [...]

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