Do performance appraisals really work? Well, if the goal is to immunize a company from a lawsuit, then the standard several-page appraisal, with scores for all sorts of job dimensions, is the ticket. If the goal is to truly get an accurate snapshot of performance and to motivate the employee, the standard way is useless.
So, I read with a feeling of relief and liberation “Reinventing Performance Management,” by Marcus Buckingham and Ashley Goodall, in the April 2015 issue of the Harvard Business Review. They write about the new performance review system at Deloitte. And it is genius. Here it is: At the end of every project, or once a quarter, if an employee has a long- term assignment, the managers answer four simple questions. The first two are on a five-point scale, from “strongly agree” to “strongly disagree.” And the next two questions are a binary “yes” or “no.”
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