Organizations often rank employees simply because they can’t be bothered with the straight talk necessary to get employees on the right track.
Here’s how HR blogger Kris Dunn expresses it: “We haven’t trained you as a manager to truly manage performance on your own. And you know what? Even if we did, you’d avoid doing what’s required because there’s a bunch of daily straight talk required. So … we’re just going to have you rank your employees 1 through 10. We may fire #9 and #10. That’s all you have to do. See you in December for that, right around the holidays.”
Lesson: If you regularly provide feedback and coaching, and you aggressively manage, you can build a strong team without ranking.
- 10 Secrets to an Effective Performance Review
- Be ready for difficult conversations about performance
- Don't rush to judge accommodation requests; ADA requires interactive give-and-take
- 7 steps for effective, stress-free performance reviews
- Have a progressive-discipline system? Great! But reserve right to fire immediately if necessary