Tom McVey

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Why Adobe Abolished The Annual Performance Review And You Should, Too

"At one point, the planning alone took nine months," she says. "It was like preparing to give birth to a child. It was like, 'why does this take so long? Does this really drive the business return?'"<p>Five years later, she was promoted to Senior Vice President of People and Places. She came to …

Get rid of the performance review

Ask most managers and employees about the corporate performance review and the answer probably is the same: It's a pain to give, a pain to get, but a necessary part of modern corporate life. It's something we just have to do.<p>Says who? Who says you have to take part in a corporate ritual that is as …

Performance Reviews: Why Bother?

When Peter Gross, an editor in the financial services industry in Virginia, walked into his 2008 yearend performance review, he was feeling pretty …

How To Eliminate Performance Reviews In Your Organization

Performance reviews don’t work. They are disliked by managers and employees alike. They are usually poorly written and disappear as soon as they are completed. Everyone knows this but most are not going to admit it. So why do organizations still use them?<p>Primarily, it’s because everyone agrees that …

Eliminating Performance Appraisals

Should organizations stop doing performance appraisals? The argument in favor of eliminating them is that they frequently do more damage than good. Among the damage that they are said to do, the least troublesome is wasting time, and the most troublesome is the alienation of employees and creating …

Why Businesses Should Rethink The Annual Performance Review

For many business leaders, managers, and employees, the annual performance review season is as painful as tax season. And while taking time to review and reflect on performance is a valuable part of growing and stretching professionally, the traditional annual performance review can actually …

Trouble with the Curve? Why Microsoft is Ditching Stack Rankings

“No more curve,” said Lisa Brummel, Microsoft’s EVP of HR last week, curtly dismissing Microsoft’s much-derided but iconic practice of ranking each team member on a forced distribution. This was big news, the lead of many a business section. After all, this practice of “stack ranking,” of being …

Why the days of performance appraisals should be numbered

We know the perils of performance appraisal almost instinctively. Parodies of the process are common – think UK comedy series, The Office. Now …

What if you could replace performance evaluations with four simple questions?

Everyone loves to hate performance evaluations, and with good reason: Research has shown them to be ineffective, unreliable and unsatisfactory for seemingly everyone involved. They consume way too much time, leave most workers deflated and feel increasingly out of step with reality. A once-a-year, …

Human Resources

Reinventing Performance Management

At Deloitte we’re redesigning our performance management system. This may not surprise you. Like many other companies, we realize that our current process for evaluating the work of our people—and then training them, promoting them, and paying them accordingly—is increasingly out of step with our …

Performance management is broken

Article<p>Performance management is broken Replace "rank and yank" with coaching and development<p>March 04, 2014<p>Companies worldwide are questioning their …