The Squawk Point

Organisational Mechanics

  • Home
  • Blog
    • People
    • Data
    • Process
    • Wild Cards
    • Index
  • Podcast
  • Book

Performance Appraisals Drive Mediocrity

30 July, 2018 by James Lawther 9 Comments

It is mid-year

If you work in the corporate world that means you have been busy writing appraisals.  If you have never seen one, the standard corporate appraisal form has about 5 sections:

  1. Progress Against Objectives — what you did
  2. Fit with Competency Framework — how you did it
  3. Core Strengths — things you did well
  4. Areas for Development — things you screwed up (or never had a hope in hell in the first place)
  5. Indicative Rating — some platitude about being “good” or “meeting standard”

The development obsession

The only bit anybody cares about when reading their appraisal is “Section 4: Areas for Development”.  If you are a bright young thing, acting on section 4 is the way to climb the corporate ladder.  If you are (let’s say) more mature, fixing section 4 keeps the mortgage payments coming.

Everybody obsesses about section 4.

We all know that “Section 3: Core Strengths” is only a way to butter us up for the bad news to come in sections 4 and 5.  Nobody ever gets excited by section 3.

Creating a well-rounded workforce

The intention is to produce a workforce full of proficient, competent people.  People who are good at everything and have had the rough edges knocked off them.

The outcome is different…

The appraisal produces a bunch of people who are hungry to do things they aren’t very good at.

Every 6 months it creates a new cohort of employees who are desperate to test their metal in strategic leadership or presentation skills or whatever their boss has told them they are failing at. All in the hope that they can nudge their performance rating past “good” towards “very strong” or maybe even “exceptional”.

The sad truth

Working on the things you are bad at will only ever make you average.  It will probably make you unhappy as well. There is nothing so miserable as doing something you know you are bad at.

It is far better to focus on your strengths.

At the age of 50 I’ve come to the conclusion that I’m better than most at concepts and ideas. I can dig into the numbers, see the wood from the trees and find opportunities.  Unfortunately…

  • I am god awful at organising things
  • My attention to detail is dreadful
  • Technicalities bore me to tears
  • I am invariably running late

My boss has appraised me of my character flaws (repeatedly) — as have the past 7 incumbents of that role.

There is some truth in the adage about leopards and spots.

You can send me on as many organisational sills courses as you like, you are wasting your money and you aren’t doing anything for my motivation.  I’m far happier flinging ideas about, standing by a white board with some marker pens.

Fortunately for me, my current boss is wise enough to know this.  He has found an excellent project manager for me to work with.  He is as happy as Larry with his RAID logs, and I get to poke about the organisation. Collaboration is all important.

Who wants well-rounded?

Nobody would have asked Steve Jobs to work on his interpersonal skills or Winston Churchill to dial back a bit on his patriotism.

I will take spiky every time.  In my team…

  • I want somebody who is a hyper organised administrator who crosses every t and dots every i
  • I want somebody who is a super analyst who can wade through the statistics
  • I want somebody who is a great team player who keeps us all on track
  • I want somebody who is chock-full of ideas, sparking all the time
  • I want somebody who is a fabulous people person, great with suppliers and customers
  • I want somebody who…

The last thing I want is bunch of clones who are just above average at everything and excellent at precisely nothing.

Play to your strengths

How would it be if your appraisal form said…

Section 4: Core Strengths

Section 5: Opportunities to Play to Them

That way you will create some people who are really very good at something and, more importantly, raring to go.

Good management isn’t about developing people’s weaknesses.  It is about getting people to collaborate around their strengths.

If you enjoyed this post click here to receive the next

Play to your strengths

Read another opinion

Image by eltpics

Filed Under: Blog, Employee Engagement Tagged With: average, best practice, collaboration, employee performance measures, performance management, sacred cows, wasted intellect

About the Author

James Lawther
James Lawther

James Lawther is a middle-aged, middle manager.

To reach this highly elevated position he has worked in numerous industries, from supermarket retailing to tax collecting.  He has had several operational roles, including running the night shift in a frozen pea packing factory and carrying out operational research for a credit card company.

As you can see from his C.V. he has either a wealth of experience or is incapable of holding down a job.  If the latter is true this post isn’t worth a minute of your attention.

Unfortunately, the only way to find out is to read it and decide for yourself.

www.squawkpoint.com/

Comments

  1. David Watkins says

    30 July, 2018 at 4:05 pm

    Loving your work here James, appraisals have to be just about the most demotivating part of corporate life, both for employees and managers. You made the point so well even without mentioning the interminable “360 feedback” part of the process! How are you doing btw?

    Reply
    • James Lawther says

      3 August, 2018 at 5:47 pm

      Thanks Dave, glad you liked it. We are all still enjoying the Dazzler effect, thanks for asking.

      Reply
  2. Peter Cruickshanks says

    31 July, 2018 at 8:42 am

    James, continue to love your spikey comments and thoughts.

    Totally agree – focus on what you are good at. We tell businesses to be excellent in their niche. Why not people!

    Reply
    • James Lawther says

      3 August, 2018 at 5:51 pm

      Thank you Peter, I’d not thought of it that way, but there is lots of management chat about “your competitive niche”

      Reply
  3. Lorraine Cullen says

    31 July, 2018 at 5:42 pm

    Brilliant…far too much critical time lost in businesses to complete PAs gathering information and nothing is done with it.

    Reply
    • James Lawther says

      3 August, 2018 at 5:50 pm

      Thank you Lorraine, and you are right, so much time…

      Reply
  4. Adam Temple says

    1 August, 2018 at 3:38 pm

    Mediocrity…and demotivation

    “Congrats on all this good stuff that you’ve delivered this year but here’s some stuff that you need to work on and why you won’t get that bonus / pay rise etc”

    Reply
    • James Lawther says

      3 August, 2018 at 5:53 pm

      Very true Adam. I thought it was only where I work :)

      Reply

Trackbacks

  1. Como ficar melhor em qualquer coisa (quase) por James Lawther | Quality Way says:
    21 April, 2019 at 8:08 pm

    […] Performance Appraisals Drive Mediocrity […]

    Reply

Leave a Reply Cancel reply

Your email address will not be published. Required fields are marked *

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Explore

accountability assumptions beliefs best practice blame bureaucracy capability clarity command and control communication complexity continuous improvement cost saving culture customer focus data is not information decisions employee performance measures empowerment error proofing fessing up gemba human nature incentives information technology innovation key performance indicators learning management style measurement motivation performance management poor service process control purpose reinforcing behaviour service design silo management systems thinking targets teamwork test and learn trust video waste

Receive Posts by e-Mail

Get the next post delivered straight to your inbox

Creative Commons

This information from The Squawk Point is licensed under a Creative Commons Attribution-ShareAlike 3.0 Unported License.
Creative Commons Licence
Customer Experience Update

Try This:

  • Regression to The Mean

  • Fish Bone Diagrams – Helpful or Not?

  • Glory Lasts Forever

  • Brilliance Alone Won’t Take You Far

Connect

  • E-mail
  • LinkedIn
  • RSS
  • YouTube
  • Cookies
  • Contact Me

Copyright © 2025 · Enterprise Pro on Genesis Framework · WordPress · Log in