“The times, they are a changin'”-Performance Management in the new millennium

Performance Management-Performance Appraisal-Performance Review

When you made your Christmas list a few months ago I suspect these items were not at the top of the list.  I don’t have the data to back this up, but I suspect many of you like performance reviews about as much as you enjoy having a cavity filled at the dentist.

When done well, the pain is minimal and the long-term benefit is manifest.  When done poorly, and this seems to be the case more often than not, the pain is unpleasant and sometimes long-lasting.

I recently wrote a post talking about the three changes I see coming down the road in the next few years and changes in performance management seem to keep coming up everywhere I turn.  Articles recently have shown up from reputable sources such as Sharon Lauby at HR Bartender,  Forbes (by Meghan Biro) and NPR.

One of the common links in each of these articles is the fact that most firms don’t do a great job, make that most managers/supervisors, in spending the approrirate amount of time to give their employees clear, timely and objective feedback.

Another issues the keeps cropping up is the transition of the performance process to more of a technology based methodology, even relying upon mobile devices, to record and direct feedback in real time.

I see some great positives and some real challenges to these items.

Encouraging timely, effective and honest feedback is always a good thing.  Even though I am a boomer, I love the usage of technology for most practices.

Giving feedback may or may not be enhanced through technology.  IMHO, we spend a lot of time now with our faces buried in our devices (I too am guilty) and the move to mobile systems may make the possibility of face to face feedback even more remote.

Don’t get me wrong; I think there are some really positive aspects to using technology, especially for recording real time events.

My biggest fear is that we might over compensate and let the electronic record be the story and never spend the time we need, and deserve, talking and discussing feedback with one another.

What do you think?

Am I just a feedback dinosaur?

let me know.