DISQUS

DISQUS Hello! KnowHR Blog is using DISQUS, a powerful comment system, to manage its comments. Learn more.

Community Page

  • Subscribe

  • Community

  • Top Commenters

  • Popular Threads

  • Recent Comments

    • Congrats on the site and the book. But if I am going to put out money for a book I need a copy signed by the authors.

      4 months ago by rick

      in KnowHR Redesign!

    • Oh, I'm so sad for you.. Having a vacation means finding the right place to relax and to freshen your mind by having a rest not working.. Oh, I can't enjoy my vacation in that kind of...

      4 months ago by Celebrity Sunglasses

      in What’s Your Vacation Policy?

    • Hi Jon, Thanks very much for letting us know...we changed the color in response. Thanks very much for the input...it helps. We're happy about the new design...glad you like it.

      4 months ago by Frank

      in KnowHR Redesign!

    • it seems that more and more people are aware now about this issue. when i search "Confidential do not distribute", i found only 2230 results and most of them also are blog posts on this...

      4 months ago by Cheap Textbooks

      in Confidential Do Not Distribute

    • nice one....so the moral of the story is always remember to silent your phone. By the way, i have had once a worse situation when i forgot to silent the phone during an interview and it rang in...

      4 months ago by Cheap Textbooks

      in Silence Your Cell Phones…

KnowHR Blog

Jump to original thread »
Author

Smart People Question If Performance Evaluations Do More Harm Than Good

Started by Frank · 10 months ago

You know I think performance management is broken. And I think it should be tossed out until a legitimate system that actually works is available. I’m not alone.
Yesterday, Stanford Professor Bob Sutton questioned whether performance evaluations in their present form should be ditche ... Continue reading »

1 comment

  • Productivity Guy

    1 year ago

    As a manager, I have found "strict" performance reviews to not be very useful. Giving number rankings to different aspects of an employee's skill set never seemed to have a positive impact - either you give them a really good score, which really isn't all that useful, or you give them a slightly lesser score (say, 4/5 - "Why didn't I get a five?") and then they're pissed off.

    I prefer less structured reviews where I can give feedback and ask for it, but not give specific scores. When scores are involved, the employee zeros in on those rather than taking to heard more open-ended criticisms and praise.s
    reply

Add New Comment

Returning? Login