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1、项目达成率reviewsarethewrongsolution."Itmakesitimpossibleforpeopletohaveauthentic,honestconversationsaboutwhatweneedtobedoingdifferently"andwhat'simperfectinaworkplace,hesays.And"ifitreallyisintendedtobeavaluableconversationfortheemployee,"Polaksays,theannualreviewneedstobewhollyseparat
2、efromconversationsaboutmoney—raises,promotionsorbonuses.Thatway,theconversationfocusesonabosswantingtohelpanemployeesucceed.Excerpt:'GetRidofthePerformanceReview.'bySAMUELCULBERTANDLAWRENCEROUTIt'stimetofinallyputtheperformancereviewoutofitsmisery.Thiscorporateshamisoneofthemostins
3、idious,mostdamaging,andyetmostubiquitousofcorporateactivities.Everybodydoesit,andalmosteveryonewho'sevaluatedhatesit.It'sapretentious,boguspracticethatproducesabsolutelynothingthatanythinkingexecutiveshouldcallacorporateplus.Andyetfewpeopledoanythingtokillit.Howcouldthatbe.Howcould
4、somethingsoobviouslydestructive,souniversallydespised,continuetoplagueourworkplaces.Inpartit'sbecausetheperformancereviewisallexecutiveshaveeverknown,andthey'reblindtothedamagecausedbyit.Inpartit'sbecausefewmanagersareawareoftheiraddictiontothefearthatGetRidofthePerformanceReview.r
5、eviewscreateamongststaff,andtoomanylacktheconfidencethattheycanBySamuelCulbertwithleadwithoutthatfear.LawrenceRoutHardcover,256pagesBusinessPlusInpartit'sbecauseHRprofessionalsexploittheperformancereviewtoprovideListprice:$24.99themapowerbasetheydon'tdeserve.Andinpartit'sbecausefew
6、peopleknowanalter-nativeforgettingthecontrol,accountability,andemployeedevelopmentthatreviewssupposedlyproduce—butneverdo.Don'tgetmewrong:Reviewingperformanceisgood;itshouldhappeneveryday.Butemployeesneedevaluationstheycanbelieve,notthefraudulentonestheyreceive.Theyneedevaluationst
7、hataredictatedbyneed,notadateonthecalendar.Theyneedevaluationsthatmakethemstrivetoimprove,notpretendtheyareperfect.Infact,iffirmsdidnothingelsebutjustkilloffthisprocessthey'dimmediatelybebetteroff.Whenitcomestoperformancereviews,there'snoquestionthatnothingisbetterthansomething.Tha
8、t'showbadtheyare.Themissio
