No Career Overlap

Let’s examine flaw number eight of the traditional performance management. Number eight highlights the lack of career development inherent within review systems.

A couple months ago, I sat down with a new employee to work on their performance goals for the year. As we looked at her draft goals, there was some confusion about what was an organization goal and what was a career goal. I explained, an organization goal is about pushing the organization to perform; the career goal is something you keep—a skill, an enhanced competency or a certification of sorts based on the individual interests.Many review systems don’t overlap with the person’s career. Smaller organizations are more limited by this than big companies where a department of people exists to train and build skill. In small organizations, a year is like a dog-year. We age prematurely as there is so much work to do and very little thought given to our future or career. In my on-going desire to gain discretionary effort from my team and my client teams, individual motivation needs to be galvanized [...]

Performance Management Flaw – Forgetting 10 Months of the Year

In our series that examines the flaws of traditional performance management, flaw number 7 highlights the Golden Gate Bridge Effect of the review cycle.

I have heard this explained a number of ways over the years. Recency. Organizational Amnesia. A phenomenon of performance reviews is that we remember those things that happened within the very recent past.

If you look at a Suspension Bridge like the Golden Gate from the perspective of the water, you get the normal workflow for traditional performance reviews. From the left, the first tower illustrates the beginning of the year—time to set goals. Then begins the drop-off—the point at which no one looks at performance. Do we not care about performance from February to November? 10 months of the year. Of course not, we just don’t care about the Performance Review system. The primary reason for that, in my opinion, is because the system doesn’t tell us how we are progressing as an organization or individuals. What if your performance review gave you updates on organization performance? [...]