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Employee performance reviews, good if done right
I guess the annual performance reviews are a necessary component in the workplace.
I was going to say necessary evil, but if done right, they can be affirming and helpful. Chicago Tribune columnist Barbara Rose wrote a good piece on how specific and accurate comments in reviews are a useful tool. A listing of expectations for the future is also valuable so both the boss and employee have direction on where to proceed. I have receive both valuable reviews and reviews which made think my boss was out to lunch. The latter were generally "why can't you do all things at all times?" Because I'm not omnipotent, I would have liked to respond. And I did respond to some reviews where I thought the manager gave unrealistic expectations. I never begin with the premise that the manager is always right. I'd like to think some of my responses were a review of them. What has been your experience with performance reviews? Posted by Steve E. Swenson 7 comments from 7 users
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posted by
robbwillis
on Jan 29, 2007 at 09:24 AM
My last job, I talked the president of the company into having my review on the golf course. I'd been there ten years, so he was all for it. After a couple of those, the review process was formalized and my review resposibility was turned over to my immediate supervisor. He gave me the paperwork and told me to fill it out. He read it and made me tone down the overly glowing parts.
posted by
TomW
on Jan 29, 2007 at 10:01 AM
Pretty good in general, though I have gotten a few that were of the "why didn't you do something that wasn't your job to begin with" variety. I got a pretty bad performance review a couple of years ago. My boss was scamming the company and I had been cutting into her bottom line by auditing records. She showed me the review and so I submitted a few papers to accounting that they weren't supposed to see. She was fired before she submitted my review. :)
posted by
nooneisabovethelaw
on Jan 29, 2007 at 11:33 AM
We don't have performance reviews. If you don't get fired and you get a raise once a year, you can assume your work is satisfactory. If you don't get the annual raise and/or you get fired, you should probably think about improving your work. Pretty simple and the system works quite well.
posted by
steveeswenson
on Jan 29, 2007 at 01:26 PM
TomW,Beautiful story. posted by
ProgressivePete2
on Jan 29, 2007 at 01:50 PM
Having both given them and gotten them, I have a unique perspective. When I gave them I tried to keep it positive and tell the person how they could improve, unless they were one of those almost perfect employees (rare). I do remember having to give one to a poorly performing female and she ended up in tears before I finished. Horrible really. I hated it, but she really was bad and eventually lost her job. Like the posters above, I've gotten both good and bad ones, but the good ones always focus on ways you can improve what you're doing rather than telling you what you do wrong. The good ones make good employees better, the bad ones make good employees not give a darn about their job anymore.
posted by
blognroll
on Jan 29, 2007 at 02:05 PM
My favorite performance reviews are ones done by co-dependent bosses, who aren't afraid to say how wonderful I am even in areas where I know my work totally sucks. It's like that Fleetwood Mac song goes, "Tell me lies, tell me sweet little lies...."
posted by
mattcub
on Jan 29, 2007 at 02:40 PM
I only got one really bad one. An employee brought to me a referral she had written on a student. The referral said "This boy called me a B**ch." I handed it back to her and told her I could not process that and get the student in trouble for telling the truth...Got in trouble for that one from my boss, but I guess I had just had enough. Otherwise, they have been good.
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