Let's Invert the Performance Review | Talent and Performance Development | Scoop.it

"...even well-executed performance reviews are glaringly one-sided."


Performance reviews ...[are] ...a great opportunity to synchronize manager and employee expectations, jointly set goals, and evaluate progress toward those goals. If you're a manager and not doing these things, you might as well skip the review process -- and reconsider whether you're fit to be a manager.


But even well-executed performance reviews are glaringly one-sided. They review employee performance on terms set by their managers. Why don't we see the reverse: employees reviewing the performance of their managers?


...Invert the performance review. Make the primary focus upward rather than downward.


Reasons:

  1. It's usually harder to judge managerial performance than individual contribution. Individual contributions mostly have tangible, attributable results. In contrast, managerial performance is largely reflected in how the team perceives the manager.

  2. Managers are key reason that employees decide whether to stay at a company or quit. 

  3. Without a formal review process, it's easy for managers to not get meaningful feedback from their employees.