Comments on: Time to get rid of the Annual Performance Evaluation http://www.cypressridgesolutions.com/time-to-get-rid-of-the-annual-performance-evaluation/ 408.294.3431 607 N. First St., San Jose, CA 95124 Tue, 28 Jun 2011 19:57:38 +0000 hourly 1 http://wordpress.org/?v=3.5.1 By: cherryllsevy http://www.cypressridgesolutions.com/time-to-get-rid-of-the-annual-performance-evaluation/#comment-8 cherryllsevy Tue, 28 Jun 2011 19:57:38 +0000 http://cypressridgesolutions.wordpress.com/?p=155#comment-8 You touched in several key issues in your post. Conversations, candid and timely (and at least occasionally face to face) are essential in a successful work relationship. Call me old-fashioned! Praise, recognition and honest feedback to identify ways to improve are also key to a thriving work environment. These all can be achieved regardless of the manager’s personal style. Adapting the manager’s style to that of the employee can ensure communication that is both heard and understood. The typical performance evaluation form is a one size fits all and much like clothing does not fit anyone well.

Clearly defined and understood goals and performance standards are the basis of pay for performance programs. The actual performance of the employee periodically compared to these, can be recognized and rewarded (or not). Employees must also be clear on how their individual performance is aligned with the company’s performance and plans can and their performance incentive plans should be designed to reward both individual and company performance.

]]> By: Roxie http://www.cypressridgesolutions.com/time-to-get-rid-of-the-annual-performance-evaluation/#comment-7 Roxie Thu, 23 Jun 2011 14:44:35 +0000 http://cypressridgesolutions.wordpress.com/?p=155#comment-7 I also believe reviews should be eliminated. They are like report cards in school and who liked waiting for those?

Conversations are the most important and valuable part of the job. You are learning and receiving candid feedback without it coming back to bite you. We are at the job to get it done and would like to be appreciated for our results. Everyone can do something better, but not everyone is given the same feedback since managers styles also differ, bringing on another issue. Let employees do the job and give them ongoing feedback without worry.

With all this said where does it leave pay for performance? Is it pay for company performance?

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