Performance Management is overrated

I am getting frequently asked by my hashtag#Mentees what are my thoughts regarding hashtag#performance appraisal and is it really worth it concerning time and hashtag#engagement?

 1. Adobe

 2. Deloitte

 3. Microsoft

 4. General Electric (GE)

 5. Accenture

 6. Google

 7. IBM

 8. Netflix

These companies have adopted various alternative methods such as continuous hashtag#feedback, regular check-ins, and peer evaluations to replace or supplement traditional performance appraisals. And they are doing fine to say at least.

There are fundamental problems with that process if it is not done correctly, without necessary depth and engagement you will face:

- Subjectivity

- Bias

- Demotivation

- Lack of Feedback

- Stress

- Focus on Past Performance

- Inefficiency

- Negative Impact on Relationships

- Inflexibility

- Limited Perspective

Or many more

But, I will challenge it even further. I dare to say that your process looks like the following.

a) you spend a day putting your goals and objectives and metrics and all of that (meaningless stuff?)

b) you don’t spend a single minute on this entire year

c) you spend a day writing your performance review a day before the deadline

d) you and your boss pretend that there is actual meaning & deptoh of discussion over your appraisal

You rinse and repeat :)

How about then, you put two GenAIs against each other in this battle? One will write the most badass performance self-evaluation and the other will be a true reviewer. So much effort saved, greater chance to have some fun at least!

And yes, the 1st thing that I ask my mentees to investigate end-to-end when they start a new job is performance management as we need to figure out how to get the maximum form the process :)

Let me know if you don’t want to have meaningless performance appraisals anymore!

hashtag#careercoaching hashtag#personaldevelopment hashtag#humanresources hashtag#leadership hashtag#hiring