Today was annual performance review day. Actually I should have had these done two weeks ago but put them off until the very last moment. This is such a worthless exercise and I contend they exist only to give someone in human resources another mindless task to justify their continued employment. So, I spent a good portion of Tuesday filling out the forms on all of my department heads. This tedious endeavor includes a list of 20 attributes in which the employee can be rated "superior, above average, standard, marginal, below standard." Things like attendance, attention to deadlines, oral communications, appearance of workstation, care of equipment and resources are among the ridiculous categories to grade my employees. I seriously felt embarrassed having to check any of the boxes. I felt like a bigger idiot today having to meet with each one individually to review each of these little boxes. These are adults, not children or teenagers. This isn't some sort of report card. It's the basis of continued employment and I need to freakin' evaluate whether the appearance of someone's workstation is superior or simply standard. If "A" has done his job exceptionally well over the past 12 months, why should it matter if his desk isn't pristine? It's absolutely assnine.
In my mind, a good manager of employees provides constant feedback on a daily basis. A manager shouldn't wait a full year to tell an employee how good or bad a job their doing. A manager shouldn't wait to do some coaching or mentoring if an issue is arising. If lateness is becoming an issue, I'm going to say something a lot sooner than not. If the messy desk has reached unbearable heights, I'm going to mention it. If an employee is showing marked improvement in a certain area, I'm going to give them a pat on the back and encourage it on the spot. If this is done employees always know their status and how you think they are doing. Annual performance reviews are crutches for bad managers and are merely CYA paperwork if you're looking for a reason to fire someone.
Having expressed my disdain for the performance review, I actually got something valuable out of my own review in the past. When asked by a regional vice president "what are your future goals?" I expressed that I would like to get out of doing "x" with the company and look to transition to do "y." I was told I need to do "x" better than I currently was. After a year of improving on "x," the same question arose the next review, and the same answer was given. So what I learned was: I wasn't being heard, my contributions weren't appreciated, and that I wasn't going anywhere anytime soon. So I left. I guess I reviewed the performance of the regional VP and his ended up being "marginal or below standard."
Wednesday, July 16, 2008
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7 comments:
I've only been on the receiving end of a performance review. Luckily, I've had kind supervisors over the years. I have no idea how my kid would rank my performance, however. Maybe once he can read and write, I will hand him a little form to fill out: How Am I Doing?
Yes, it's much better to give people feedback all along. I'm sure you're a good boss.
I'd work for you, Bob. I expect to be approached if something needs to be tweaked, fixed, etc. My current manager is awesome; last performance review she handed me a blank one and said you fill one out for yourself and I'll fill one out for you, too. We'll then get together and compare. The two evaluations were almost exactly the same so I know she listens and mentors well.
p.s. I work for the government.....CYA is a job description here. And as far as the VP goes? Sounds like he’s covering tracks and biding his time.
And Bob? I'm certified in CPR and AED; I'd rescue you!
yeah, i hate that shit. years ago we were given a piece of paper to write down our job descriptions... i looked up and asked for more paper. the person we hired to help our company looked back and told me i could fit it on one sheet. i told him his job might fit onto one piece of paper but here at my company it will take a lot more than that. after my dog tried to bite him and i basically told him to fuck himself, he recommended i be fired, that i was not an asset to the company. we also had to take a series of personality tests and performance reviews. when i showed up in our meeting he was astounded it was me. i had twenty six pages of typed job descriptions in hand, he embarassingly admitted that after reviewing my files and test scores that he had recommended that i recieve a raise that my company should "do everything in their power" to keep me employed there. as he had never seen such high test scores before in his career. those tests were all with out names and once he met me again, he tried to take it back. useless fucker. i still have my "job description" papers and when ever we have these evaluations, i break them out and our meetings are quite brief....
IV: awesome story. Here's an extra jaegarbomb just for you, free of charge. Don't tell Suzanne, she hates when I comp drinks around the Cafe.
One more reason that despite it's hard at times, I prefer to work for myself. I left all of that B.S. behind years ago and never looked back. When I first started with employees, I attempted to do this stupid reviews, but came to the exact decision you have.... useless paper pushing so now I don't even give my employees annual reviews.. instead I sit them down, say "we're giving you a raise, you're doing a great job, go back to work."
I know they're happier too.
Jennifer: I'm sure you'll get "superior" all across the board once the boy can read and write!
QG: The evaluation you describe is the kind I was most familiar with before moving here. Sounds like you've got a cool boss.
AB: If I could come up with a good idea I'd be my own boss too. Keep treating your employees well and you'll get the kind of work you want without the stupid performance reviews!
I never care when you comp drinks. I just want you to be happy. Simple as that. /And IV, here's a comp drink.
I worked all through college and beyond. From typist at a law firm to executive assistant to a VP at the firm who lost 700 employees in 911. I'm good. Very good, so I know when to look beyond all the crap and appreciate people. I've been a people! I know.
Big hug.
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