More on the Performance Appraisal

In a previous article, I discussed a recent book by a UCLA professor, Samuel Culbert. He advocates doing away with the performance appraisal (PA) & holding management accountable INSTEAD of the individual. Now I believe management must be accountable, but so must the individual. We are all in it together.


What I cannot tolerate, though, is his contentions that: 1) H/R's mission is power retention; they only support the performance appraisal to secure & enhance their job. 2) Managers only care about themselves & don't respect the individual.

Let's take these one at a time:

1) Here are a few quotes from Professor Culbert's book: "The H/R department is insistent upon the PA to ensure themselves a secret police-like power base." "HR individuals keep the PA to give themselves more power, but most don't have a clue what their people actually need." " H/R wants authority. This is a power grab pure & simple." I'm not making this up! Is everyone who's not a line worker evil?

OK, OK. Let's say Professor Culbert had some bad work experiences. How long ago was it? He implies through his studies that his perception is the norm, but he cannot be in touch. I have been in the workforce for over 35 years, and while there are bad examples out there, they are not the norm. So let's not throw the baby out with the bath water. Keep the PA and take responsibility for doing it right.

2) Here are further quotes regarding the PA and management: "The PA hampers straight talk." "360's are biased & not objective." "How often have you heard a manager say, 'Here is what I believe,' followed by 'Now tell me what do you think?' and actually mean it? Rarely, I would bet. Bosses seldom show that kind of respect." The first 2 quotes have some validity to them if not administered correctly, but the last one is very much out of line. Me thinks the professor has an authority problem.

As teachers of our children & grandchildren, there should be a responsibility for objectivity in their contentions, especially when emotional and negative. By labeling management as oppressive & non-caring, Professor Culbert does us and himself a disservice.

To end on a more positive note, PA's should facilitate a professional and caring exchange of values & thoughts as well as the actual level of performance. I have long been a fan of Susan Scott's book, Fierce Conversations. 360's can, if managed poorly, do more harm than good. It took a great deal of effort, but my experience with them is that they elevated the whole team to a new level.

Let's use our tools well & responsible, not throw them away. And, let's not use irresponsible examples to justify throwing away EVERYONE'S accountability.