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Bertrand Duperrin's Library tagged evaluation →  View Popular

14 May 09

« Les indicateurs de performance ont des effets pervers parfois coûteux pour l’entreprise »

Maya Beauvallet, économiste et maitre de conférences à Telecom Paris-tech, démontre exemple à l’appui, comment la multiplication des indicateurs de performance et des dispositifs d’incitation peut aboutir à la démotivation. Explications.

www.capital.fr/...uteux-pour-l-entreprise-377375 - Preview

motivation performance evaluation management

  • Mais tout déraille lorsqu’ils cherchent à évaluer la performance individuelle des salariés et servent de base pour obtenir des primes. Les entreprises ne doivent pas piloter qu’aux instruments. Le manager doit gérer et transmette un esprit d’entreprise. Il faut changer les relations humaines et ne pas manier que la carotte et le bâton
  • Il faut que le groupe soit homogène, que tous ses membres aient un niveau de production équivalent. Sinon l’employeur obtiendra l’effet inverse de ce qu’il escompte : les moins bons se reposent sur les meilleurs et la productivité moyenne baisse forcément
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09 May 09

12 Rules For Bringing 'Social' To Your Business

The social meme has now fallen prey to this and frankly it's at serious risk of losing what makes it special, at least in terms of the modern 2.0 era. All of the new uses of "social" in the online world: Social media, social marketing, software software, social networking, and so on, can be -- and often are -- extremely potent new methods for creating value with human relationships over the network. They can represent truly important, even revolutionary, new changes in the way to we interact with each other in our lives and businesses.

socialcomputingjournal.com/viewcolumn.cfm - Preview

social socialmedia socialnetwork socialbusiness adoption business networks socialnetworks value businessprocess measurement evaluation metrics organization management networkedconomy

  • Claims that you can use a Twitter account to turn around your customer service are another. These things can certainly help make a business social, but they are just the means to a long journey; a new way of operating a business in a more open, emergent, and efficient way.
  • the network (the Web or enterprise or both) is about who is on it and how involved they are. Whether this is a customer community, an internal Enterprise 2.0 effort with blogs, wikis, or just a corporate social network, the transition to social business is about involving and engaging people far more than it is about picking a technology or building the infrastructure
  • 10 more annotations...
09 Nov 08

Get Rid of the Performance Review! - WSJ.com

  • Another bogus element is the idea that pay is a function of performance, and that the words being spoken in a performance review will affect pay. But usually they don't. I believe pay is primarily determined by market forces, with most jobs placed in a pay range prior to an employee's hiring.
  • Most performance reviews are staged as "objective" commentary, as if any two supervisors would reach the same conclusions about the merits and faults of the subordinate. But consider the well-observed fact that when people switch bosses, they often receive sharply different evaluations from the new bosses to whom they now report.
  • 5 more annotations...
21 Oct 08

Bob Sutton: Sam Culbert in the Wall Street Journal: Get Rid of the Performance Review!

Although an entire industry of consultants, HR professionals, and software firms seem bent on devoting more and more time and money to performance evaluations, all the energy devoted to these things over the years have done little to change Sam's observation about the difference between the promise and the problems:

bobsutton.typepad.com/...of-the-performance-review.html - Preview

performance performancereview designthinking evaluation humanresources

      • The Promise: Performance reviews are supposed to
        provide an objective evaluation that helps determine pay and lets
        employees know where they can do better.
      • The Problems:
        That's not most people's experience with performance reviews.
        Inevitably reviews are political and subjective, and create schisms in
        boss-employee relationships. The link between pay and performance is
        tenuous at best. And the notion of objectivity is absurd; people who
        switch jobs often get much different evaluations from their new bosses        .

  • Sam's article is also in the spirit of design thinking, as in many cases, after people have spent years trying to perfect some procedure, gadget, or feature that they -- usually mindlessly -- accept as something they cannot do without and then a breakthrough happens when some clever person (often someone who isn't an expert in the field) comes along and removes it or unwittingly goes forward and succeeds without it. Then everyone realizes that they never needed it at all.
  • 1 more annotations...
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