Employee Evaluation

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I Come to Praise the Annual Performance Conversation, Not Further Bury It

  • Blog
  • Read Time: 3 min 

As many experts have noted, the annual performance review is rife with faults. It emphasizes what has already happened rather than shaping what is yet to come. It can feel punitive or at least judgmental. It is reductive and, in some cases, forces ridiculous formulaic comparisons between employees. It fails to emphasize the kind of timely feedback that can make a real difference in performance. And yet I have just scheduled year-end performance conversations with each of my direct reports.

Achieving Meritocracy in the Workplace

Rewarding employees based on merit can be more difficult than it first appears. Even efforts to reduce bias can backfire; disparities in raises and bonuses by gender, racial, and other characteristics persist in today’s organizations not only despite management’s attempts to reduce them but also because of such efforts. The author describes how a simple analytics-based approach can address these concerns and produce a truly meritocratic workplace.

‘People Analytics’ Through Super-Charged ID Badges

The data points employees generate about everything from how often they interrupt others to how many people they sit with at lunch tell surprisingly useful stories. Ben Waber, CEO and co-founder of Humanyze, describes how his company is providing the tools and analytics to interpret this social data, helping businesses identify the best collaborative practices of their most effective people.

Image courtesy of Sensacell Inc.

The Digital You at Work: What to Consider

Algorithms that measure influence and motivation are part of a new group of analytic tools — from pre-employment analytics to on-the-job assessments — that can help a company determine an employee’s value throughout her career.

Why Showing Your Face at Work Matters

Working from home or other remote work arrangements can be beneficial to both employees and companies. However, these nontraditional arrangements also have hidden pitfalls. Employees who work remotely may end up getting lower performance evaluations, smaller raises and fewer promotions than their colleagues in the office — even if they work just as hard and just as long. The difference is something called “passive face time” — the simple act of merely being seen in the workplace.

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