August 17, 2009Perfunctory performance reviews and other empty words

Filed under: This Week in the World by merylrunion |

My client’s organization stopped giving performance reviews years ago because they were perfunctory. Employees were writing their own and the managers rubber stamped them. That rewarded dishonest positives. This organization is ready to revamp their entire system and start a meaningful review process.

Ingenuous reviews are worse than no reviews at all. Reviews are not only painless but tremendously valuable when they are part of an integrated management system. I write about that system in How to Say It: Performance Reviews. You can get a snippet of my performance management process by visiting my free stuff page and scrolling about a third of the way down.

I respect this organization’s CEO’s decision to end the empty reviews, and I respect his decision to start a new review process that is reflective of true performance. Systems that promote inauthentic communication are not just ineffective. They are destructive. Just one problem with perfunctory reviews (among many) is that if a manager does not whitewash an employee’s performance but accurately addresses issues, that manager can be considered a trouble-maker. Authenticity in an inauthentic environment can often be misinterpreted.

How do you communicate in ways that invite inauthenticity in your personal and professional life?

By the way, my client mentioned that he refers to the training I gave at his previous company more than any other training he has received. I was gratified to hear that – especially since it has been nine years since I presented the training.