Talent and Performance Development
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Talent and Performance Development
Making sense of performance and talent development systems to create & sustain high performance in organizations. For the BEST of the BEST curated news in performance, change, agile learning, innovation, motivation, social media and careers, SUBSCRIBE to Reveln.com/Tools/
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Scooped by Deb Nystrom, REVELN

Let's Abolish Self-Appraisal - Dick Grote's Perspective on the Manager's Role

Let's Abolish Self-Appraisal - Dick Grote's Perspective on the Manager's Role | Talent and Performance Development | Scoop.it

Asking an employee to write a self-appraisal using the company's appraisal form is a ...deceptively attractive technique.

A performance appraisal is a record of a supervisor's opinion of the quality of an employee's work. The review meeting is a discussion, not a negotiation. Asking the individual to write a self-appraisal encourages misunderstanding by both parties.

...individuals are notoriously inaccurate in assessing their own performance, and the poorer the performer, the higher (and more inaccurate) the self-appraisal. 

Research by the consulting firm Lominger, Inc.indicates that "the overall correlation between self-ratings and performance was .00. The most accurate rater by far is the immediate boss."

Further, in their article "Unskilled and Unaware of It," Cornell University researchers Justin Kruger and David Dunning report that those who are incompetent performers are also incapable of assessing the difference between good and bad performance.

As they put it, "When people are incompetent in the strategies they adopt to achieve success and satisfaction, they suffer a dual burden: Not only do they reach erroneous conclusions and make unfortunate choices, but their incompetence robs them of the ability to realize it. Instead, they are left with the mistaken impression that they are doing just fine."

Deb Nystrom, REVELN's insight:

This issue here is the individual view of appraisal and the accuracy of manager appraisals, as well as end of year reviews tied to salary increases.  One to one links of such processes fragment team and group work.  What do you think?  ~  Deb

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Rescooped by Deb Nystrom, REVELN from The Science and Art of Motivation

FINALLY, Scrapping Performance Appraisals for What Motivates!

FINALLY, Scrapping Performance Appraisals for What Motivates! | Talent and Performance Development | Scoop.it
Something big is going on. More and more companies have decided to radically change their performance appraisal process.

...Adobe, Juniper, Kelly Services, and a variety of other companies ...have decided to do away with traditional performance ratings and dramatically change the annual appraisal process.


The new keys to success:

  • Develop a “feedback-rich” culture and set of tools (often online, sometimes formal, often informal) that encourages all employees to give each other feedback. 
  • Talk about performance regularly and let employees create their own goals on a regular basis. 
  • [Ensure] managers provide ongoing feedback and teach them how to have honest conversations.
  • Assume that employees already know something about their own performance, and [help them] them self-assess. ...That starts the dialogue about expectations and the match between their self-assessment and that of the organization.

Related posts by Deb:

Deb Nystrom, REVELN's insight:

It's time for performance management to fade and for positive talent development systems to move forward.  As an example of this, Skillrater.com has arrived on the scene, integrated into social media and positive feedback practices.  More news and scoops to follow.  ~  Deb

Deb Nystrom, REVELN's curator insight, May 6, 2013 11:15 AM

IS this slow moving change finally taking hold?!  From a Chris Lee article on problematic appraisal in the 90's ot Coen's & Jenkins "Abolishing Appraisals" book in 2002, finally the death bell may be ringing.

More than a decade later, there is hope for corporations abandoning this deeply flawed corporate millstone in exchange for a healthier, feedback rich and goal/challenge driven culture.   ~  Deb

Scooped by Deb Nystrom, REVELN

Instead of Performance Appraisal, Encourage Self-Appraisals & Accountability

Instead of Performance Appraisal, Encourage Self-Appraisals & Accountability | Talent and Performance Development | Scoop.it
For performance management to truly be effective accountability must be present...in the form of ...self-accountability driven by authentic, accurate self-assessment.

[How to] promote adaptive, constructive behavior and performance with the goal...for the employee to recognize his role

The manage ...can reinforce the employee's efforts by offering incremental reinforcement as incremental gains are made.

Self-assessment factors to explore:

Communication contributions 
  • What messages do I send?
  • How do I offer them?
  • What communication skills do I employ?
  • To what extent do I seek and offer feedback during communications?

Perceptual lens 

  • To what extent do my motives, values, interests, attitudes, past experiences, current expectations, etc. color or affect my behavior?
  • How can I gain insights about these factors to behave differently?

Role expectations 

  • What aspects of my role (e.g., tasks, responsibilities, boundaries, parameters, etc.) influence my behavior? What can I do manage these role expectations so that my behavior is more constructive?

Work area norms 

  • What beliefs or assumptions exist within my work area or team that impact the way I behave?
  • What latitude do I have, as an individual, in ways that reflect my unique perspective?

Organizational culture 

  • In what kind of organizational setting do I work? 
  • What does the organization (and its leaders) say about the vision, mission, and values we are to uphold and pursue? 
  • How does my behavior compare with these espoused elements?

Ultimately, both managers and employees need to realize the simple fact that people differ in the way they perceive the world.
Photo:   Photo, credit to Konrad Glogowski, Flickr.com CC
Deb Nystrom, REVELN's insight:

When you are in it, you can't see it.  Teaching and reinforcing self-assessment can help us grow out of that big blind spot.  

The research photo, credit to Konrad Glogowski on Flickr, provides self-assessment guidance transferable to self-assessment and self-appraisal in performance setting.  

Use such an approach at the beginning of any review cycle.  

Provide easy-to-use supporting tools for data gathering and review.  ~ D

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