Performance Reviews Are For Babies

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Old-style performance reviews decrease productivity. There is a better way, we know it and it's time to implement it: a conversation aimed at growing the learning capacity of the organization.

Old-style performance reviews decrease productivity. There is a better way, we know it and it's time to implement it: a conversation aimed at growing the learning capacity of the organization.

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  • 1. Performance Reviews Are For Babies By Dannielle Blumenthal, Ph.D. March 2014 | Creative Commons | Free To Reuse & Remix | All Opinions My Own Photo by Paparuzi via Flickr
  • 2. Young People Get Rewards For Conformity. “The management model that predominates in most organizations…was built to maximize efficiency by minimizing deviations from standard practices.” – Gary Hamel, The Wall Street Journal, 4/6/2011 Photo by U.S. Dept. of Ed. via Flickr
  • 3. Yet Creativity Is Critical To Address Our Complex Problems “Today‟s organizations must be more than well- oiled machines; they must also be endlessly adaptive and relentlessly innovative.” – Gary Hamel, The Wall Street Journal, 4/6/2011 Photo by phxcc via Flickr
  • 4. Traditional Reviews Impede Creativity By Reinforcing The Boss’s Power & Control “The boss in the performance review thinks of himself or herself as the evaluator, and doesn't engage in teamwork with the subordinate.” – Samuel A. CulbertThe Wall Street Journal, 10/20/08 Photo by Jan Tik via Flickr
  • 5. But What If We Empowered Employees To Speak Their Minds? • "In a bureaucracy, people are afraid to speak out.” • “This type of environment slows you down, and it doesn't improve the workplace.” • "If you reward candor, you'll get it.” – Jack Welch, Lecture, Stanford Graduate School of Business, 4/27/2005 Photo by Thompson Rivers via Flickr
  • 6. Empowered Staff Question Groupthink Through “Double-Loop Learning” Photo by Cattias.Photos via Flickr Anyone can evolve a logo. Few can question its basis.
  • 7. Critical Thinking & Creativity Helps The Organization Learn To Survive • “Leaders may think that getting their organizations to learn is only a matter of articulating a clear vision, giving employees the right incentives, and providing lots of training.” • “This assumption is not merely flawed—it‟s risky….Each company must become a learning organization.” • - David A. Garvin, Amy C. Edmondson, and Francesca Gino, Harvard Business Review, March 2008 Photo by FNGKestrel via Flickr
  • 8. Therefore, Performance Management Should Be About Learning Together. • “Step No. 1 in giving effective feedback almost always involves „active questioning‟ inquiry.” • “Themost significant issue at hand: „Given who I am and what I'm learning about this other individual, what's the best way for us to complement one another in getting work accomplished with excellence?‟” • “If in the process the other person decides to change and develop, so much the better.” – Samuel A. CulbertThe Wall Street Journal, 10/20/08 Photo by Peter Nijenjjuit via Flickr
  • 9. We Don’t Need Babies At Work. We Need Thoughtful, Mature Adults.