Perfomance without Appraisal Part III
As we’ve seen in the first two installments, rating, ranking, and evaluations can damage teamwork, erode trust, and lead to disengagement.
None of those are good for individual or organizational performance.
Pfeffer and Sutton (Hard Facts) reference many studies done across several industries–including software–that indicate that even the most talented individual cannot perform competently within a bad system. They call it “The Law of Crappy Systems.” If you hire talented people and they fail to produce results it’s a sign you have a crappy system.
So managers, we need to start seeing the system and improving the system, so that everyone can do a better job, and the organization sees better results.