Comments on: My best HR management idea: A performance-review system that really works

By: Wyman Lee

Wyman Lee — Mon, 04 Jan 2010 21:57:21 +0000

I applaud the courage it took to innovate and implement this new system. It is apparantly working and we should all take a lesson from that. Do what works. Whether it fits traditional HR think or not. How else do we portray ourselves as true business partners, if we don’t get out of our skins and do what is right for the business and fits the current need? So what if it isn’t “proper” according to World at Work.

This review approach might not work at all or most companies (afterall our employees and execs are victims of conditioning and group think, too), but in this case it is working, if it evolves its okay….but it moved the needle……….let’s take comfort in success where we can generate it.

Kudos to you, Elizabeth

By: Gar Riegler

Gar Riegler — Mon, 09 Mar 2009 22:01:37 +0000

Again it highlites the issue of COMMUNICATION..seems to solve 90% of the problems. This process forced communication. If you have monthly goals and you miss..how do you talk about meeting it? Setting monthly goals is tough(depending on the industry and job type). This seems very short term and not having the ability to acheive and see the big picture, BUT, if it worked because of the process…great!!

COMMUNICATION is wonderful and sois “paying attention” to your employees. It is really so simple!

By: HRMOKC

HRMOKC — Mon, 09 Mar 2009 20:46:28 +0000

We have a hard enough time getting managers to do annual reviews on time!!! How do you get the buy in from managment to do these monthly? I’m sure they are shorter and more relevant, but the administrative burden on the supervisors seems large. Also – how are salary increases incorporated into this? Still on an annual basis and for an average of the 12 month ratings?

By: Gene McIntyre

Gene McIntyre — Mon, 09 Mar 2009 18:29:07 +0000

In agreement with both prior comments. This may work in desk-type jobs, but if your managers hands-on, field type supervisory work 85% of the time, the monthly review becomes yet an additional administrative burden. Instead, I have always been a proponent of the one-minute management principle. An annual evaluation with goal setting for new year, and as many as may be necessary quick, one-second type coachings, recognitions, show and tell, or whatever. Only team members that experience significant obstacles or that have been reassigned to a different position then are subject to anything other than a once a year formal appraisal system. My two cents, anyway.

By: Larry

Larry — Mon, 09 Mar 2009 18:24:40 +0000

Nor does it say how the managers like the process. I guarantee they don’t. I, too, don’t like annual reviews, but if you educate your managers to do things properly and within an easily managed system, it’s not too bad. I encourage managers to keep a tickler file on each employee so that when they have to do the reviews, all they do is go to the file and get the info. That way, it allows them to remember details over the course of a year. Monthly reviews – if you have more than a few employees – would seriously hinder a manager’s job which is to MANAGE a department. Not stick behind a desk doing reviews all the time.

By: Marie Waugh

Marie Waugh — Mon, 09 Mar 2009 17:00:04 +0000

This article does not mention what business this company is in or how many employees they have.