Dilbert – Exceed Performance….Don’t!!!!!

I read Dilbert everyday.  In fact, I downloaded an app for my Blackberry so I can read it anywhere.  This one caught my eye a few weeks ago and thought I would share it.

(click on image to enlarge)

 Does this sound familiar?  Every year we sit in a chair with a blank stare as a boss tells us in order to get an Exceeds rating we need to go above and beyond.  Only to have your boss see you go above and beyond and ask themselves, “Do they have too much time on their hands?”  So then more work comes your way.  The boss considers the extra work normal.

The next review comes.  You go through the same process.  Eventually, the employee becomes disengaged and dissatisfied with their job.

Another reason that performance reviews are waste in the system.  Can you imagine the amount of time for continuous improvement that would be gained if your company eliminated performance reviews?  Would it help or hurt employee engagement and satisfaction?

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Posted on June 10, 2011, in Dilbert, Engagment, Funny and tagged , , , . Bookmark the permalink. 3 Comments.

  1. Excellent point. I don’t believe in performance reviews in the traditional sense. If players on my team don’t know where they stand at the end of the day, then I’ve done something wrong.

    It seems that human resources and legal departments are more concerned about their integrity during terminations than they are during times of continued employment.

    I prefer to think of performance reviews in the context of a “personal contribution / action plan”. Last time we met, we said we were going to do “x’ to achieve “y”. Let’s see how we’re doing.

  2. This is great! It seems like people are being held back from excelling.

  3. Performance reviews can be a tremendous tool when properly dove tailed into the goal setting and strategic planning process. The trouble is that most managers don’t do it well in which case it becomes a waste of time or worse it becomes counter productive.

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