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Do you review your staffs performance - why bother
Monday, July 21st, 2008
Most people think they do a good job, even if they don’t!
So if everyone thinks they are doing a good job what happens when you do a review of staffs performance?
The ones who are doing a good job just get told they are doing a good job, which is what they expected to be told anyway.
The ones who are doing a crap job expected to be told they are doing a good job, so they then feel demoralised. So over the next few weeks moral drops, people mope round and then some people resign.
People then feel they should divide into camps, the good review camp and the bad one. The bad camp feeling jealous of the good one.
Doug has never done reviews…..just shouts and sometimes buys pizza:)
“Doug has never done reviews”, bait taken thanks Doug :)
1. Set measurable performance targets
2. Review performance against targets
3. If performance is low: Work out if it’s attitude or skills thats missing. Train for skills; manage dignified departure for attitude.
4. If performance is high encourage, train and reset the bar
You can’t review if you don’t begin….
So what do you with staff who think they are doing a shite job, but you think are good :)
Keep them if they are funny:)