Mar 5, 2010

I still have time.

It's performance review time.  All the tell-tale signs are there.  Employees who think way too highly of themselves are threatening to leave unless they get what they think they deserve.  This year its a little more of a restless grumble, what with Michigan being in such serious financial straits, but threats nonetheless.  

Another sign, borderline employees have turned it up a notch in hopes that this last month of acceptable performance will wipe out the so-so performance that preceeded it.  If they knew how transparent it is they wouldn't bother.  

I'm not talking about the big goal achievement push during the last quarter.  That's usually just time slipping away from people.  I'm talking about people who knowingly put in mediocre effort and then step it up in hopes of getting some sort of merit increase.

You hear things like... "Just keeping you informed like you asked me to do.".  Or, "Let me summarize that and send it in an email."  You can just picture them pulling out their mid-year reviews.  Reading the advice they were given to do just those things.  Smacking their foreheads and saying "Oh shit!".   You know they haven't looked at that review in the six months since they met with their manager.  They've also ignored the verbal reminders in between.  But now this review is going to get a number on it.   A very important number. 

Performance reviews are about measuring performance against expectations and working to maximize their performance.  It's a win-win with challenging work asisgnments, promotions, bonuses and raises for employees and good results for the company.  Which in turn allows them to reward and recognize their valuable employees.  It's like the business version of the Circle of Life.  Everybody is happy.

Some of them don't get it though.  They think performance review is a process intended solely to spit out a number that gets them either a good or bad raise.  They don't see the connection between their actions all year long and that number.  These are the ones that put in the eleventh hour effort. 

Oh those people in the background you see?  The ones continuing on with their hard work and dedication while the moaners and complainers moan and complain?  Those are the good employees.  The ones that give the same performance level all twelve months of the year.  They take pride in their work and naturally seek to learn, grow and contribute.  Good companies see, recognize and reward that.  They aren't intimidated by the whiners and they aren't fooled by the last minute Marthas.


  1. I'm one of those "good employees" *smiles*, so I can feel your pain. Those last-minute half-assers are idiots.

  2. I wouldn't change my work ethic one bit!
    Not as long as Krispy Kreame still makes the world's best bribe.

  3. Good employees are a company's greatest asset. They work hard and do their best because it is the right thing to do, not because of any review.

  4. MHP - I just don't understand how they think it will work.

    Sling - Krispy Kremes are powerful incentives.

    Mom - Amen.

  5. Amen from me too with mom's comment....we were both nurses...too little too late to be kissy asses in that profession!

  6. Rosemary - yeah, if you guys weren't on your A game it caught up with you quickly. The business world on the other hand runs on bullshit to some extent. Sad, but true.

  7. Its good to hear of a company that rewards consistently good employees... too many places just let the good employees plod along while those who beat their chests the loudest get seen...I heard that our present Prime Minister Rudd (Krudd) was known for taking credit for others efforts when he was in the public service - now he's in the service of China!!!

  8. Ahh. Would that there were a few more good companies, too. I've done my share of managing, so I'm not knee-jerking (ooh. ick.) on the side of employees, but some people are certainly taught to be second rate.