5 Comments

  1. Avatar Danielle
    // Reply

    This article makes some great points. One difficulty I have found as a manager, however, is that you commit to the performance management process but if it fails more senior management won’t support a termination of employment. This means you battle on with a very damaged relationship with a team members which is not great for anyone.

    1. Lucienne Gleeson
      // Reply

      Hi Danielle. Thanks for your comment. I agree that if there is not a proper culture of supporting performance reviews, including where necessary and justified termination of employment, this is counter productive. Make sure you give this important feedback to your senior managers.

  2. Avatar Anne
    // Reply

    Whilst I agree that Performance Reviews can play an important role I think they are best used in supporting suggestions, advice or comments that a good hands on manager can give. Even adults, although perhaps not quite as much as children, respond better to some immediate feedback, both positive and negative at the time and this can be reinforced in a performance review scenario rather than coming as a surprise to the employee.

    1. Lucienne Gleeson
      // Reply

      Hi Anne. I completely agree that immediate feedback, whether good or bad, is really important in the workplace. Performance reviews are just one strategy and should not be used in isolation.

      Thanks for reading.

  3. Avatar Wendy Gregory
    // Reply

    As you say, if the process is managed properly and is supported by senior management performance appraisals are well worth the time and effort. At the very least it is an opportunity for the organisation to ensure everyone understands what their role is and what is expected of them which is important for any organisation employing staff.

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