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Annual Reviews vs. Coaching Sessions
Training & Organizational Development
Annual Reviews vs. Coaching Sessions
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Does anyone have insightful articles on the growth of coaching sessions and the end to annual reviews? Most of what I have is from a blog. I am in search of actual articles vs. less formal opinions.
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Forums » Topic Forums » Training & Organizational Development » Annual Reviews vs. Coaching Sessions
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Annual Reviews vs. Coaching Sessions
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Re: Annual Reviews vs. Coaching Sessions
posted at 1/26/2012 4:01 PM EST
on Workforce Management
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Posts: 1
First: 1/26/2012 Last: 1/26/2012 |
HrStu, Ida,rfrost and others, I refer you to the following article on performance management (PM). It is stated that there are two sides to PM, the polices and the skills. PM policies include salary administration, where formal reviews are held annually or semi-annually and people are given ratings during reviews. The skill side of PM includes building involvement and commitment to goals, coaching and supporting performance throughout the year, and giving honest and constructive feedback in a way that doesn't undercut work relationships" http://www.inter-ps.com/Overview/PerformanceManagement_Article.pdf If you require further information please contact me a fitzc@inter-ps.com Fitzc |
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Re: Annual Reviews vs. Coaching Sessions
posted at 2/10/2012 2:03 PM EST
on Workforce Management
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Posts: 2
First: 2/10/2012 Last: 3/7/2012 |
Here is a link to an article on the death of performance evaluations. Although it doesn't support klling the PE process, it refers to a book that has been written and provides links to other possible resources. http://www.tlnt.com/2010/07/16/kill-the-performance-review-and-your-talent-management-strategy-won%E2%80%99t-survive-either/ |
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Re: Annual Reviews vs. Coaching Sessions
posted at 2/16/2012 1:15 PM EST
on Workforce Management
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Posts: 1
First: 2/16/2012 Last: 2/16/2012 |
Annual appraisals are too late to do much good. It simply doesn't bring much added value for all the effort. We need to give timely feedback. It's amazing that in every other aspect of our lives (sports, relationships, and on and on) we acknowledge the importance of talking about things when they occur not weeks or months later. Would I tell my wife, "Remember 3 months ago when you got home from work you said, yada, yada, yada...? Or if my children behave poorly I'm going to wait a month before I talk about it? Work relationships are no different. We need to have authentic, genuine conversations. Just plain old genuine conversations with the intent of helping us all get better... Yes, serious deficiencies require progressive disclpline - we're a business its all about results... But, 90% of our issues can be addressed with reasonable constructive convesations.... that "annual piece of paper" doesn't meet that definition. In Response to Re: Annual Reviews vs. Coaching Sessions: I have never thought of PE and coaching as being mutually exclusive. They should be complimentry. I see coaching as tactical and ongoing, while PE process is more strategic in nature. ( where are we at performance-wise, where do we need to be; what skills need developing) As rfrost eludes to, at some point your need a report card of how things are going. just my $0.02 Posted by lda |
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Re: Annual Reviews vs. Coaching Sessions
posted at 2/29/2012 9:21 AM EST
on Workforce Management
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Posts: 1
First: 2/29/2012 Last: 2/29/2012 |
FOr those considering the relative merits / demerits of tradional Performance Evaluation I can recommend the book; 'Abolishing the Performance Appraisal' by Tom Coens and Mary Jenkins. Another book that questions the value of traditional PE that I am aware of and not yet read is; 'Get Rid of Performance Reviews' by A Culber & A Rout. |
Forums » Topic Forums » Training & Organizational Development » Annual Reviews vs. Coaching Sessions
