4 performance myths dispelled and no more performance reviews

No longer available, alternative: “Incentives, Motivation, and Workplace Performance: Research & Best Practices”

September’s Talent Management magazine writer Mr.Harold D. Stolovitch provides a reality check within his Human Performance column titled Dispelling Performance Myths [2018, no longer available, select for alternative]:

1. High job satisfaction results in high performance
2. When employees select their own work goals, their motivation to achieve them is greater
3. Personality inventories used for selection purposes are strong predictors of job performance success
4. Organized, supervised work teams outperform self-managed teams

Fortunately Mr. Stolovitch also offers what to do differently for each myth [no longer available, select for alternative].

And to continue with another dose of cold-water in our never-ending quest to motivate and manage our greatest assets, September’s Talent Management magazine cover story tells us 10 Reasons to Get Rid of Performance Reviews. Mr. Samuel Culbert advocates doing away with performance reviews, entirely!

Heresy you say?

Well, here’s his seven pieces of advice for true employee growth, see Mr. Culbert’s article [revised link: 2018] for deeper insight:

1. Make subordinates see that you understand their perspective;
2. Show subordinates that change is important for the company;
3. Be willing to make exceptions to the rules;
4. Show subordinates how making changes to themselves can make a difference for their future;
5. Be specific;
6. Avoid comparisons; and
7. Use “I” speak

Well there you go, 2 sources to shake performance and people management inertia.