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Thursday
Feb092012

Line up for Review!

On Performance Reviews:

It's a repugnant process. It's insulting to people and unnecessary. I'm more in favor of open accountability against previously decided criteria that everyone agrees upon. Light is the greatest disinfectant in nature and also in organizations. If you have real-time information, against the goals you've established together, then people can evaluate their own performance, and you can become a source of help to them.

You talk about the need to treat employees as people rather than things. How do you feel about outsourcing jobs to other countries? Doesn't it treat people as things that are disposable?

If you're up against global competition, you go wherever you can find core competency. Sometimes if you're going to really compete, [outsourcing] will happen. But that doesn't mean you don't constantly do everything you can to invest in your own people and involve them in the decisions. Outsourcing is inevitable, and I don't think it's necessarily treating people like things.

Stephen Covey, The secrets of his success, "Fortune" November 2004


Yes, review season has come again, a process that in the context of the employer-employee relationship *SHOULD* be a process that has both parties actively involved. Sadly, today many corporations, and most Wall Street analysts view employees as a liability - salaries, raises, training and benefits are annoying expenses to be kept to a minimum. This view however is inevitably short sighted – it burns up long term viability by eliminating the fuel, desire, and goodwill for future growth.

Am I right? Wrong?

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