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Seriously, If You Have Ever Used a Canned Performance Appraisal You Should Be Fired

Seriously, If You Have Ever Used a Canned Performance Appraisal You Should Be Fired

by Frank Roche on August 31, 2009

in Performance

readytouseSHRM’s leadership shines bright again with this offering of the week at the SHRM Bookstore: Ready-To-Use Performance Appraisals.

I can’t make this stuff up, folks.

If you’re a manager, there’s nothing more important than managing. That means giving guidance. It means telling people what you know. It means hiring people who are smarter and more talented than you. (The A Team hires the A Team, and the B Team hires the C team. Remember?)

One thing being a manger isn’t? Being a color-by-numbers, manager-in-name-only job. If you’re too “busy” to give an honest performance review, get out of the business of being a “manager.” If you have ever used a canned performance appraisal, you should be fired. If you’re an HR trainer and think it’s okay to teach “managers” to use pre-populated, canned performance phrases…well, you should exit stage right, too.

Great managers know what I’m talking about. If your performance management system is broken, fix it. But don’t think for a microsecond that it’s okay to do performance reviews by rote. It’s not.

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