Comments on: Performance Reviews; Skill Rating, Outcome Measurement or Process Review http://www.performancesolutionstech.com/performance-reviews-skill-rating-outcome-measurement-or-process-review/ Wed, 11 Jan 2012 20:34:10 +0000 hourly 1 http://wordpress.org/?v=3.1 By: RBrim http://www.performancesolutionstech.com/performance-reviews-skill-rating-outcome-measurement-or-process-review/comment-page-1/#comment-54 RBrim Tue, 03 Feb 2009 16:26:09 +0000 http://www.performancesolutionstech.com/index.php/performance-reviews-skill-rating-outcome-measurement-or-process-review#comment-54 Ted, Good point. I think you're pointing out that company goals and personal goals are two different discussions. I'm suggesting that the performance review needs to link the two together. Rodney Ted, Good point. I think you’re pointing out that company goals and personal goals are two different discussions. I’m suggesting that the performance review needs to link the two together.

Rodney

]]> By: Ted Tencza http://www.performancesolutionstech.com/performance-reviews-skill-rating-outcome-measurement-or-process-review/comment-page-1/#comment-53 Ted Tencza Fri, 30 Jan 2009 23:37:31 +0000 http://www.performancesolutionstech.com/index.php/performance-reviews-skill-rating-outcome-measurement-or-process-review#comment-53 Rodney - I agree that ratings are not ideal (http://cynicalsoftwaremanagement.blogspot.com/2009/01/semi-bi-annual-review-time-part.html). I agree that it is vital to a company to pursue company goals. I just believe that the appropriate forums for that discussion are planning meetings, retrospectives, 1 on 1s, and quarterly company meetings. Performance reviews should be about the employee and their growth, and so I think the most valuable reviews are of the "what worked and what didn't" type. Rodney – I agree that ratings are not ideal (http://cynicalsoftwaremanagement.blogspot.com/2009/01/semi-bi-annual-review-time-part.html). I agree that it is vital to a company to pursue company goals. I just believe that the appropriate forums for that discussion are planning meetings, retrospectives, 1 on 1s, and quarterly company meetings. Performance reviews should be about the employee and their growth, and so I think the most valuable reviews are of the “what worked and what didn’t” type.

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