This is a great story about how ineffective performance reviews can be if they’re not executed properly. I’ve had similar situations where I was given a lower rating because of either quotas or the managers inability to give all high ratings.
One manager I worked for required me to write out my own performance review and send it in to him. He would then make changes and send it back to me for review and signature. That was the extent of my performance review. Many people like myself thrive on feedback and managers like this miss out on opportunities to not only improve performance but also to fill the motivation tank until the next reporting period.
As Management Craft mentions, managers need to do everything they can to fight against forced curves and limits on ratings. Management Craft also mentions that managers need to be honest in their appraisals. Don’t sugar coat or be afraid to offer honest feedback.
Welcome to johnhesch.com, a blog about my life, projects, and interests. I have been blogging for over 10 years in one form or another.