Carol has supplemented Roxanne's comments on performance review very
clearly. This is quite helpful to me. For my own benefit I want to
summarize what I think I hear them saying.
Feedback is immediate, not quarterly or longer. Weekly makes sense to me
unless specific issues arise that need to be dealt with more quickly.
A good process is not about labeling and judging. It is a constructive,
reflective process. It is about behavior or actions, it is not personal.
People participate in setting their expected levels of performance, in
deciding what actions they will take that will allow them to succeed, in
designing the evaluation instruments, and in the evaluation.
Self-evaluation is important. If the process makes a person feel attacked
or vulnerable, then they will not do an honest self-evaluation, and the
greatest learning opportunity will be lost.
There is mutual agreement on the indicators of success, and they are
defined unambiguously.
If I understand correctly, the indicators are action-based, not outcome
based. IE, we agreed on certain actions, and if we carried those out,
then we succeed, even if it did not result in the expected outcomes.
However, part of the process is to conduct a clear assessment to learn why
the actions did or did not achieve expectations.
These 6 rules really make a lot sense to me. Did I miss anything?
-- Rol Fessenden LL Bean 76234.3636@compuserve.com