{"id":34,"date":"2015-10-01T13:35:45","date_gmt":"2015-10-01T03:35:45","guid":{"rendered":"http:\/\/www.mathiesonmgt.com.au\/wordpress\/?p=34"},"modified":"2015-10-01T13:35:45","modified_gmt":"2015-10-01T03:35:45","slug":"whether-to-performance-review-or-not","status":"publish","type":"post","link":"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/2015\/10\/01\/whether-to-performance-review-or-not\/","title":{"rendered":"WHETHER TO PERFORMANCE REVIEW OR NOT"},"content":{"rendered":"<p>There\u2019s a debate current about Performance Reviews (PRs) involving some strong advocacy against them. Stories are going around that notables such as MicroSoft, Accenture and Seek are \u2018doing away\u2019 with PRs but they\u2019re not true.<\/p>\n<p>Let\u2019s not throw the baby out with the bathwater. I recognize that much is dysfunctional about the way many PRs are conducted, including:<\/p>\n<ul>\n<li>They are part of the remuneration cycle, thus a threat.<\/li>\n<li>Being a once-a-year or twice-a-year event, they are \u2018major events\u2019 and therefore threatening.<\/li>\n<li>They often involve the \u2018sandwich\u2019 &#8211; the crap is between two nice bits of feedback; this creates lack of trust.<\/li>\n<li>They are one-way and authoritarian; unequal, threatening.<\/li>\n<li>If there are behavioural etc. issues that should be addressed, why weren\u2019t these raised when they happened? \u2018I\u2019ve been allowed to do x for a year or so and <em>now<\/em> it\u2019s not OK?\u2019<\/li>\n<\/ul>\n<p>However well handled, PRs can be very valuable to both the company and the staffer.Base a PR on some simple principles:<\/p>\n<ul>\n<li>Meet regularly (monthly to start) to discuss non-operational matters \u2013 attitude, behaviour, skills, development, trust, values.<\/li>\n<li>Set the tone for two-way discussions base on how each party \u2013 yes, the boss and the staffer \u2013 supports and meets the needs of the other.<\/li>\n<li>Build a \u2018positive emotional bank account\u2019 with each staffer. (1)<\/li>\n<li>Engage on foundations of Status, Certainty, Autonomy, Relatedness and Fairness. (2)<\/li>\n<li>Get the person to do the PR hard work as self-assessment, not judgement from on high.<\/li>\n<li>Raise behavioural issues when they become a problem.<\/li>\n<\/ul>\n<p>I can send you a One-on-One sheet to get you started. email me with the request on <a href=\"mailto:Ian.Mathieson@mathiesonmgt.com.au\"><u>Ian.Mathieson@mathiesonmgt.com.au<\/u><\/a>.<\/p>\n<ol>\n<li>Thanks to Steven Covey.<\/li>\n<li>Thanks to S+B article <em>Managing With the Brain in Mind<\/em> by David Rock.<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"<p>There\u2019s a debate current about Performance Reviews (PRs) involving some strong advocacy against them. Stories are going around that notables such as MicroSoft, Accenture and Seek are \u2018doing away\u2019 with PRs but they\u2019re not true. Let\u2019s not throw the baby out with the bathwater. I recognize that much is dysfunctional about the way many PRs &hellip; <a href=\"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/2015\/10\/01\/whether-to-performance-review-or-not\/\" class=\"more-link\">Continue reading <span class=\"screen-reader-text\">WHETHER TO PERFORMANCE REVIEW OR NOT<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"_links":{"self":[{"href":"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/wp-json\/wp\/v2\/posts\/34"}],"collection":[{"href":"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/wp-json\/wp\/v2\/comments?post=34"}],"version-history":[{"count":1,"href":"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/wp-json\/wp\/v2\/posts\/34\/revisions"}],"predecessor-version":[{"id":35,"href":"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/wp-json\/wp\/v2\/posts\/34\/revisions\/35"}],"wp:attachment":[{"href":"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/wp-json\/wp\/v2\/media?parent=34"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/wp-json\/wp\/v2\/categories?post=34"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.mathiesonmgt.com.au\/wordpress\/index.php\/wp-json\/wp\/v2\/tags?post=34"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}