When Smart Managers Do Stupid Things

Recently a friend of mine was conducting performance reviews for her staff. She has 16 direct reports and when finished all received a superlative review. With the completion of her paperwork and interviews she provided the reviews to her manager for sign off. Trouble began. Her manager indicated to her that she would need to revise all 16 reviews because no one could receive a superlative- it would hinder the firm’s bell curve. I am not making this up!

Performance is based on individual observed behavior as it correlates to both goals and organizational standards. Employees are then reviewed based on prior performance to these issues. Therefore individuals are honored for their efforts to conform to these standards. Bell curves kill morale and performance because they not only compare but reward non-performers with performers.

Two issues here 1) If individuals cannot meet goals and standards they need to be terminated. Organizations are too busy attempting to make profits. Further when individuals do not perform there is either a management/employee relationship issue or a hiring issue. 2) To get individuals performing at optimum efficiency seek the best practices of the best people and communicate more. Too many reviews are too little too late.

Reviews are not confidential year end documents but rather monthly communication vehicles that assist in providing direction for employees.

To determine best practices for employee performance reviews email me for a quick 10 step tip sheet.

©2010.  Drew J. Stevens Ph. D. All rights reserved.

Drew Stevens PhD works with organizations to dramatically accelerate revenue. Dr. Drew is the author of six books including Split Second Selling- PRACTICE METHOD  and the soon to be released Ultimate Business Bible. To gain a free 30 Minute Coaching contact Dr. Drew today get the proper prescription for your success.

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