Screwing Performance Review

tag:blogger.com,1999:blog-28351195.post-45025559244838379002007-05-07T19:59:00.000+02:002008-12-11T22:23:38.622+01:002008-12-11T22:23:38.622+01:00Screwing Performance Review<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://2.bp.blogspot.com/_w55opxuxeX8/Rj9qSqjes9I/AAAAAAAAAUg/N1m83SZ7Bv0/s1600-h/not+ok.jpg"><img style="float:right; margin:0 0 10px 10px;cursor:pointer; cursor:hand;" src="http://2.bp.blogspot.com/_w55opxuxeX8/Rj9qSqjes9I/AAAAAAAAAUg/N1m83SZ7Bv0/s320/not+ok.jpg" border="0" alt=""id="BLOGGER_PHOTO_ID_5061881375081018322" /></a>Month after the end of the quarter is usually <a href="http://davidmaister.com/blog/349/">time of performance reviews</a>. It’s often quite stressful and difficult for people to attend those meetings. But they’re difficult for managers too. As confrontation is inevitable stress comes in, especially before those reviews which are expected to be tough. However there are managers who use several techniques which make performance reviews easier. At least for them. Here are top 5 of them if you’d like to follow. 1. Don’t make reviews. Don’t make them at all. It’s a waste of time anyway. Have you ever seen a review meeting which motivated an employee? Imagine how much important work you could do during all this time. 2. Don’t prepare yourself. Oh, if you really have to make those darn meetings at least don’t waste the time to prepare yourself. Sure, you could go and justify every single opinion you state but, be honest, what for? At the end of the day it will be your opinion which counts, not your subordinate’s. 3. Don’t change your mind. Never. You know, when you agree with your subordinate that you should change the result of his review it shows that you’re weak. You don’t want to be seen weak, right? Don’t let someone trick you. It’s you who have better reasons, but you just um... forgot them at the moment. 4. Talk. A lot. Your opinion matters. You are the one who evaluate someone's performance. You’ve written that darn review. It’s all about you. Don’t believe anyone who says something different. 5. Don’t ask. It isn’t important how she sees her career or what he wants to do during next quarter. Their problems are theirs, not yours. They lack perspective so their ideas of improvements won’t be good either. When someone answers even if not asked, don’t listen. It’s nothing interesting anyway. Although I wouldn’t like to be in your people’s shoes if you chose to follow that path it would definitely make the meetings easier. I think there’s no easy way here. No one said the management is an easy job.Pawel Brodzinskihttp://www.blogger.com/profile/04369257211504152485noreply@blogger.com5