I'm not one for hand-wringing about the latest people management or career development fad. For instance, I couldn't disagree more with bloggers who say a résumé—even a CEO résumé—shouldn't exceed one page. I've never used the word poppycock, but to them I say: poppycock!
But one of the people management ideas emerging recently is that of basically nixing the annual performance review. And let's admit it; annual performance reviews are a headache for everyone involved. Sometimes overdue or overlooked.
Three days ago, I caught Liz Wright's less than subtle Fortune.com article: "Five Stupid Rules That Drive Great Employees Away." Rule #2 on Liz' list: insulting performance review processes. Follow Liz on Forbes or LinkedIn, if you don't already. Her ideas are worth consideration.
Here's a snippet of her recent Forbes article:
Then yesterday, a member of the SHRM (Society for Human Resource Management) list on LinkedIn posed this question:
Evidence of this question abounds with just a few Google searches. Indeed, Lisa Quast—another Forbes.com contributor—penned "How to Make Performance Reviews Relevant" in 2013, in which she wrote:
Interesting: when I reached this point in this post, I googled "organizations ditching performance reviews," and folks, we may have a movement afoot.