Comments on: Screwing Performance Review http://blog.brodzinski.com/2007/05/screwing-performance-review.html Dealing with software projects in real life Thu, 18 Mar 2010 09:08:08 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: robinson go http://blog.brodzinski.com/2007/05/screwing-performance-review.html/comment-page-1#comment-1830 robinson go Tue, 08 May 2007 13:33:00 +0000 http://blog.brodzinski.com/2007/05/screwing-performance-review.html#comment-1830 i'm not yet a full time employee of such work area but you make great points especially point number 2. i saw your post from the problogger project. maybe you'd like to check mine out as well, it's about how to be darren rowse.<br/><br/><a HREF="http://robinsongo.com/2007/05/08/top-5-tips-to-be-the-next-darren-rowse/" REL="nofollow">http://robinsongo.com/2007/05/08/top-5-tips-to-be-the-next-darren-rowse/</a> i’m not yet a full time employee of such work area but you make great points especially point number 2. i saw your post from the problogger project. maybe you’d like to check mine out as well, it’s about how to be darren rowse.

http://robinsongo.com/2007/05/08/top-5-tips-to-be-the-next-darren-rowse/

]]> By: The Turtle King http://blog.brodzinski.com/2007/05/screwing-performance-review.html/comment-page-1#comment-1829 The Turtle King Tue, 08 May 2007 11:55:00 +0000 http://blog.brodzinski.com/2007/05/screwing-performance-review.html#comment-1829 Performance reviews??? Most idiot managers write the review about the last 3 months of they year, rather than taking into account the full year of performance. My boss has me write my own. Then when he gives me my review he acts as if he wrote it. When I'm in my performance review I simply nod alot and make comments like "I agree with that assessment" particularly since I'm the one who wrote the assessment.<br/><br/>Turtle King<br/>http://turtlesatwork.blogspot.com Performance reviews??? Most idiot managers write the review about the last 3 months of they year, rather than taking into account the full year of performance. My boss has me write my own. Then when he gives me my review he acts as if he wrote it. When I’m in my performance review I simply nod alot and make comments like “I agree with that assessment” particularly since I’m the one who wrote the assessment.

Turtle King
http://turtlesatwork.blogspot.com

]]> By: Pawel Brodzinski http://blog.brodzinski.com/2007/05/screwing-performance-review.html/comment-page-1#comment-1828 Pawel Brodzinski Tue, 08 May 2007 08:46:00 +0000 http://blog.brodzinski.com/2007/05/screwing-performance-review.html#comment-1828 Craig,<br/><br/>I fully agree with you that feedback made on a daily basis with no procrastination is the best method of doing performance reviews. It is most valuable that way.<br/><br/>However managers have to feel the need and see the profits which reviews bring for them. In other way it's still something what has to be done to get the bonus (as Mike said). Then no matter how often manager would give feedback, it won't work well. Craig,

I fully agree with you that feedback made on a daily basis with no procrastination is the best method of doing performance reviews. It is most valuable that way.

However managers have to feel the need and see the profits which reviews bring for them. In other way it’s still something what has to be done to get the bonus (as Mike said). Then no matter how often manager would give feedback, it won’t work well.

]]> By: Mike http://blog.brodzinski.com/2007/05/screwing-performance-review.html/comment-page-1#comment-1827 Mike Tue, 08 May 2007 06:04:00 +0000 http://blog.brodzinski.com/2007/05/screwing-performance-review.html#comment-1827 Where I worked last the performance reviews were an annual ritual that I dreaded. The Performance Planning and Review (PP&R) process was not optional, my boss's significant annual bonus was held hostage to his completing it on time, and the process seemed primarily used to make sure that the Mickey Mouse stupid stuff that meant nothing to the core business of my job was done. <br/><br/>My solution to performance reviews -- I retired as soon as I could, after I had used up all of my 2007 vacation and 25 days after my 55th birthday. <br/><br/>My boss still had to do my new PP&R. Needless to say, there wasn't much stress on my part! Where I worked last the performance reviews were an annual ritual that I dreaded. The Performance Planning and Review (PP&R) process was not optional, my boss’s significant annual bonus was held hostage to his completing it on time, and the process seemed primarily used to make sure that the Mickey Mouse stupid stuff that meant nothing to the core business of my job was done.

My solution to performance reviews — I retired as soon as I could, after I had used up all of my 2007 vacation and 25 days after my 55th birthday.

My boss still had to do my new PP&R. Needless to say, there wasn’t much stress on my part!

]]> By: Craig Brown http://blog.brodzinski.com/2007/05/screwing-performance-review.html/comment-page-1#comment-1826 Craig Brown Tue, 08 May 2007 03:42:00 +0000 http://blog.brodzinski.com/2007/05/screwing-performance-review.html#comment-1826 One way of making performance reviews is to treat every day like a performance review day.<br/><br/>That way your team know where they stand each day and problems are corrected quickly. <br/><br/>It also breaks the effort into smaller more manageable chunks. <br/><br/>It does require taking an active interest in what your team are doing, and how they are doing it. taht must be where the work comes in. One way of making performance reviews is to treat every day like a performance review day.

That way your team know where they stand each day and problems are corrected quickly.

It also breaks the effort into smaller more manageable chunks.

It does require taking an active interest in what your team are doing, and how they are doing it. taht must be where the work comes in.

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