Performance Appraisals – A Better Way?

[tweetmeme source="leanisgood" service="ow.ly"]

As Bruce points in a couple recent post (here and here), it is performance appraisal season.  Bruce provided many great points on how they are used for evil instead of good!  But we all aren’t as lucky as Deming and can’t just conscientiously object.  In reality most of our jobs require us to perform some type of annual evaluation.  What can you do to take the “jackassery” out of them and avoid crossing over to the dark side? Continue reading

Advertisements

The Great Jackass Fallacy – Dan Pink and W. Edwards Deming

Image Remixed from abac077 @flickr.com under Creative Commons Attribution, Remix, Share Alike

[tweetmeme source="leanisgood" service="ow.ly"]

Special thanks to reader Dan Mott who left a link to a TED video on a post from last week called Performance Evals Are Bad – The Great Jackass Fallacy criticizing the “carrots and sticks” approach to performance evaluations and merit increases.  According to career analyst Dan Pink (you can read reviews of and or buy his new book – Drive:  The Surprising Truth About What Motivates Us here), science has been confirming what Deming told us beginning in the first half of the last century — positive intent, an intrinsic desire to achieve  beats the extrinsic motivation model.  Dan summarizes the intrinsic motivators as: autonomy, mastery, and purpose.  Take the time to watch the 20 minute video from TED Global 2009: Continue reading

Performance Evals Are Bad – The Great Jackass Fallacy

Photo by abac077 under Creative Commons Attribution

[tweetmeme source="leanisgood" service="ow.ly"]

Several weeks ago we ran a series of posts on policy deployment because it was “that time of year.”  Now it is getting to be a “different” time of year, the time when we have to start thinking about performance evaluations.

Some evaluation systems are based on building skills and coaching processes.  This isn’t a bad foundation for an eval system.  On the other hand, the point of this blog is to address those performance evaluation / merit pay systems that are based on “the carrot and the stick.”  This post takes issue with the “jackass” assumption behind “punishment and reward” types of evals / merit increases. Continue reading

Lean Accounting

[tweetmeme source="leanisgood" service="ow.ly"]

I received multiple emails from my finance manager on the upcoming end of the year time reporting for salary folks. I found it quite humerous thinking how wasteful the requirements were that it detailed. It stated we needed to turn in our time for the end of the year by 12/16 in order to satisfy corporate HQ requirements. I must enter my actual time up to the 16th and then put in what I think Continue reading

Trust

[tweetmeme source="leanisgood" service="ow.ly"]

Respect humanity is a key point of lean and trust is at the heart of the concept. How can you empower without trust? How can you build a team without trust? Will you act on suggestions and input from other areas without trust? But what does trust look like and act like in your business? Trust is a level of understanding Continue reading

Policy Deployment #2 – Command Goes Down, Control Goes Up

[tweetmeme source="leanisgood" service="ow.ly"]

Last week I posted about setting big goals for policy deployment.   Now that we have decided to “go to the moon” we need to get serious about figuring out exactly how.  Many people think that lean is a bottom up approach to business.  Think of it as being both top down and bottom up.  Continue reading