DISQUS

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