Recognize This: Performance appraisal/salary increase games make everyone losers.
I blog regularly on
Compensation Café. Last month, my posts dealt with the
games we play with performance appraisals and salary increases.
In my first post, I outline three of the most common games and their hallmarks.
Game 1: Relying on the Appraisal as the Primary Means of Feedback
Game 2: Ranking Performance
Game 3: Differentiating based on Pay Increases
In my
follow-up post, I discussed that although many have
advocated just dropping the performance appraisal, in reality these have become so embedded in the people process, removing the annual review entirely is simply not feasible or desirable in most organizations.
The answer to “what should we do instead?” lies in solving the inherent problems with the games we play in the first place:
1) A general dearth of feedback in the workplace today
2) A company culture that tolerates head-in-the-sand management
3) Reliance on too few tools for accurate performance assessment.
Hop over to the Café and read the full posts, then come back and tell me, have you ever played one of these games (unwittingly or otherwise)? What other games do you see being played with employees? How else would you recommend solving the problems we play with performance assessment? What other ways of assessing performance more accurately, fairly and frequently would you recommend?
Also, don’t forget to
tweet your tips for employee appreciation and recognition using hash-tag
#appreciationtip to be entered to win a copy of the
Winning with a Culture of Recognition eBook or Amazon Kindle pre-loaded with the eBook.
