Bertrand Duperrin's Library tagged opinion → View Popular, Search in Google

Sep

2011

The Myth of Performance Metrics

"There's a bogus belief that gets in the way of managers when they evaluate performance. That myth says that in order for an appraisal to be objective, assessors must have quantifiable metrics to support their assessment judgment.

That's just not true. What is a performance appraisal? The straightforward answer: A performance appraisal is a formal record of a manger's opinion of the quality of an employee's work."

blogs.hbr.org/...yth_of_performance_metric.html

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performance performanceappraisal metrics performancereview opinion humanresources management objectivity subjectivity

Writing a performance appraisal requires managers to be fair, unprejudiced, and objective. But the fairness requirement doesn't mean that you're restricted only to using quantitative, numerical metrics in making your assessment. Your opinions, feelings, and judgments are what the appraisal process demands.
In every other area of managerial activity, the ability to make good decisions in spite of limited and perhaps even conflicting data is what they get paid for. Only in the case of performance appraisal do we feel unnerved about the fact that examples, experience, and judgment — not quantitative and provable metrics — are used
2 more annotation(s)...
- as long as you can provide solid examples to back up your assessments and ratings, then your appraisal is objective, even if quantitative measures aren't available.
- And despite the myth that objectivity requires metrics, people generally want to know their supervisor's opinion of their performance

Jan

2010

Termination notice: You’ve been replaced By Google!

"In reality, Google has replaced opinions. We used to solicit people’s opinions a lot more often in the workplace because we needed to gather information about how things were being done in other companies where they may have worked in the past. We lacked the huge library of potential solutions that we have today, when a simple Google search can provide us with a myriad of opinions and best practices to choose from. So it no longer makes sense to use our precious talent and resources to try to generate ideas and opinions. I would rather they use their expertise to make the decision work! "

www.fastcompany.com/...ce-you-ve-been-replaced-google

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opinion google decision decisionmaking leadership

For 90% of people in any organization at any given time, their role is simply to be informed – not to make, or comment on, a decision. If you subscribe to the idea that everyone’s opinion has to count, in effect you are handing out veto power to the majority while only a minority has the power to say “yes.” This sets up a paradigm in which it’s very difficult to take positive action. You also create a situation in which people feel buy-in is optional. This leads to resistance that can stall or even sabotage your plans. Reality-Based Leaders are clear that the highest value the talent under their leadership can offer is to implement with excellence. They value action over opinion.
If you are not in the position of ultimate decision maker, offer expertise – not editorials. If you are asked your opinion about a potential decision, be proactive. Offer up a variety of ideas to the decision makers, outlining the potential benefits of each course of action along with the corresponding risks, complete with your team’s plan to mitigate the risks of any chosen option.
2 more annotation(s)...
- Criticizing any decision made by another level of the leadership team, especially when times are tough, is a cardinal sin. If I can ask your team member what you think about a decision and they can tell me, you have failed them in one of the worst possible ways. If you don’t buy in and offer up your best effort, why should they?
- So, get over it – Google has replaced you in the opinion department! Move on and add value in new ways with action that leads to success, regardless of your circumstances or the merit of the plan.

Feb

2009

L'ARMEE DE L'AIR AMERICAINE DEVELOPPE SA POLITIQUE DE GESTION DE L'OPINION EN LIGNE

L'intelligence économique est une discipline dont les racines viennent avant tout du monde militaire, ce qui constitue un énorme avantage comme un poids dont il faut apprendre à s'affranchir. Ainsi le monde de la Défense nous rappelle à intervalle régulier à quel point la compétences en matière de surveillance, gestion et exploitation de l'information sensible est rare et partagée au sein de la communauté du renseignement comme des opérations militaires. L'exemple dont je vous parle ci-après reflète bien cette ambition, dont le monde professionnel continue de s'inspirer en permanence, à juste titre.

www.verbalkint.net/E-L-OPINION-EN-LIGNE_a591.html

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opinion usairforce economicintelligence