Most people accept annual performance reviews as a fact of work life, but what if it makes more sense to do away with performance reviews, entirely? One expert on the subject, a UCLA business professor, thinks we should do just that.
According to this article from NPR, one Samuel Culbert believes that “[annual job reviews are] dishonest and fraudulent” and “just plain bad management.” He says in his interview with NPR that periodic reviews do not help the employee or the company to improve, possibly because there is too much at stake. In general, Culbert says, employees will just try to focus on their successes, but the “charade” doesn’t end there. Management participates in the charade, according to Culbert, by having already decided what to pay an employee and guiding the review to that pre-determined end.
The main point of Professor Culbert’s argument is that when you define the metrics by which an employee will be rewarded, that is all he or she will care about. Furthermore the metric that counts most may turn out to be the boss’ opinion, so the employee is going to do what will win the boss over or tie specifically into their metrics, rather than driving results that really matter to the business as a whole.
Perhaps I missed something, but I think that the professor is ignoring the legal necessity for documented performance reviews. Let’s face it: some people need to be fired! Whether it’s for the good of the company or the cohesion of a team or whatever, performance reviews define a process for companies to document issues with troublesome employees. Without that documentation, companies open themselves up to unlawful dismissal and other lawsuits at a time and in a nation where we are already litigious enough.
Performance reviews can be painful for both managers and employees, but they are necessary. They provide a framework which we, as employees, can follow—for better or for worse. They provide companies with necessary legal protection from unsavory employees, create a venue for managers and employees to openly discuss issues, and define goals and targets for the future which everyone signs off on. What’s so wrong with that?
It’s mid-year review time now, so let us know how you feel! Tweet your opinion @iCIMS or comment below. If you’re interested in knowing how iCIMS can help you with your performance management needs, view the Employee Management demo available in our Demo Center.
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