The reviews are in for performance reviews, and they are largely negative, as IT Business Edge’s Ann All recently wrote. Among the criticisms: Many companies do them once a year, and managers tend to base them only upon recent events rather than the entire year. They foster a competitive culture rather than a collaborative one. Focusing on individual performance de-emphasizes overall corporate performance.
With some effort, companies can make performance reviews more productive for employees, their managers and the overall organization. Click through for eight tips from Jeffrey Pfeffer, a professor of Organizational Behavior at Stanford University's Graduate School of Business; John Picoult, founder of Watermark Consulting; and Maxim Sytch and D. Scott DeRue, both assistant professors in the University of Michigan’s Stephen M. Ross School of Business.
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