One year ago today, corporations across the country—the world!—decided to scrap their performance-management models. They stopped their Sisyphean attempts to fix systems that were never really broken—because they never worked to begin with. They realized that achieving outcomes and assessing people based on achieving outcomes are not the same. They understood the following:
Focusing on results may be the worst way to get results.
What happened on January 11, 2016, to spark this revolution? That evening, I gave a DisruptHR presentation to a room of HR and business leaders called Oh No! Not Another Performance Management Presentation!
Here’s some of what I said:
- SMART goals are pretty stupid.
- You can set objectives, but gauge the worthiness of the goals themselves, not people based on meeting them.
- Stop focusing on output and start emphasizing input.
- Measuring by results can ruin your coaching and development efforts.
- Given luck’s influence on outcomes, current frameworks may be sabotaging workers.
I said a lot more. Of course, my talk didn’t incite the insurgence I imagined above…yet! Nonetheless, I’m hopeful that as the neverending exploration to improve performance management continues, more companies will not simply stick extra Band-Aids on their processes but truly transform performance management into behavior management.
Check out my talk and let me know what you think!
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