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Performance Reviews: Perilous Curves Ahead

Note: Business 2.0 is now part of CNNmoney and some older articles are no longer available

Grading employees via forced rankings is a valuable management tool, say many companies. A slew of employees beg to differ.

See Related:

Extreme Review for Extreme Project Management
For Whom the Bell Curve Tolls
The Secrets of Performance Appraisal
The Folly of Forced Ranking
Why You Should Think Twice About 360 Performance Appraisal
Retooling 360s for Better Performance
The Four Disciplines of Sustainable Growth
Don't Redesign Your Company's Performance Appraisal System, Scrap It!
Assessments: Connecting Employees With the Performance Improvement Process
Appraisal Vs. Performance Management
Forced Ranking: Making Performance Management Work
Good Job - Kind of, Sort of
360-Degree Feedback
Why 'Forced' Job Rankings Don't Work
Conducting a 360-degree Appraisal
Forced Ranking: Behind the Scenes
Scrap Performance Appraisals
What's to Be Done About Performance Reviews?
What can we do to make performance reviews more productive and less distasteful? Should their objectives be scaled back to just one or two? Should they be disengaged from the determination of compensation and, if so, how?
The Dangers of Using 360Â° Feedback for Performance Appraisal
Dick Grote
Dick Grote, Peter Drucker
Dick Grote
Passing Judgment
Setting Goals When Performance Doesn't Matter
360 Feedback: The Fundamentals
Discussing 360 Feedback Results: Meeting Guidelines`
Try Feedforward instead of Feedback
Cost of Measuring
Author’s Choice: Performance Reviews on Steroids
Should Performance Reviews Be Fired?

Subject(s): Management, Human Resources

Source(s): FORTUNE

Author(s): Matthew Boyle

Posted: 2001-07-21

# Views: 282