Performance Reviews: Perilous Curves Ahead Jul 21, 2001 / Comment / 400 views / / Favorite 0Grading employees via forced rankings is a valuable management tool, say many companies. A slew of employees beg to differ. Content: Article Author: Matthew Boyle Source: FORTUNE Subjects: Human Resources, ManagementRelated Content3 Biases That Hijack Performance Reviews, and How to Address Them 360 Feedback: The Fundamentals 360-Degree Feedback 9 Magic Metrics Your Organization Needs to Adopt Abolishing Performance Appraisals: Why They Backfire and What to Do Instead Adam Bryant, David Reimer Ahead of the Curve: The Future of Performance Management An Imperfect Test: The Problem with Job Performance Appraisals Anna A. Tavis Appraisal Vs. Performance Management Appraising Performance Appraisals Assessments: Connecting Employees With the Performance Improvement Process Author’s Choice: Performance Reviews on Steroids Bill Schaninger Bob Sutton Bryan Hancock, Bill Schaninger Carole Robin: Feedback is a Gift Conducting a 360-degree Appraisal Cost of Measuring Dick Grote Dick Grote, Peter Drucker Discussing 360 Feedback Results: Meeting Guidelines` Don’t Redesign Your Company’s Performance Appraisal System, Scrap It! Don’t Waste Time and Money Douglas Stone Encouraging Your People to Take the Long View Extreme Review for Extreme Project Management For Whom the Bell Curve Tolls Forced Ranking: Behind the Scenes Forced Ranking: Making Performance Management Work Forget About CEOs, How Should We Pay Employees? Four Ways to Improve Your Pay-for-Performance Plan Getting 360 Degree Reviews Right Good Job – Kind of, Sort of How Leaders Can Master the Art of Accountability Incentives for a Strong Leadership Culture Is Performance Management Performing? Iván Marinovic: Why Honest Job Appraisals Can Be Bad for Business Kill Your Performance Ratings Marcus Buckingham Meritocracy without the Numbers Passing Judgment Performance Management and the Pony Express Peter Cappelli Reinventing Performance Management Retooling 360s for Better Performance Robert Sutton Sam Altman Scrap Performance Appraisals Setting Goals When Performance Doesn’t Matter Should Performance Reviews Be Fired? The Dangers of Using 360° Feedback for Performance Appraisal The End of Annual Performance Reviews: Are the Alternatives Any Better? The Folly of Forced Ranking The Four Disciplines of Sustainable Growth The Fundamentals of Performance Management The Key to Performance Reviews Is Preparation The Secrets of Performance Appraisal The Ten Most Common Errors in Developing Performance Measures Transforming Workforce Performance in the New Business Reality Try Feedforward instead of Feedback Uncommon Wisdom: Why Great Leaders Don’t Reward Results What if Performance Management Focused on Strengths? What Really Happens When Companies Nix Performance Ratings What Your Performance Management System Needs Most What’s to Be Done About Performance Reviews? Why ‘Forced’ Job Rankings Don’t Work Why You Should Think Twice About 360 Performance Appraisal Like this content? Why not share it?Post navigation← Previous postProject Definition TemplateNext post →Vertical Integration – 80’s Fad or Health Care’s Future?More Related PostsPatrick EwersThales S. Teixeira, Renato MendesThree Degrees of Separation: How to Successfully Execute Divestitures6 Reasons Your Strategy Isn’t WorkingMission command: applying a military leadership philosophy to high-performance teamsLeave a Reply Cancel replyYour email address will not be published. Required fields are marked *CommentName * Email * Notify me of followup comments via e-mail. You can also subscribe without commenting. Receive a monthly newsletter of new content added (no spam)This site uses Akismet to reduce spam. Learn how your comment data is processed.