Management Effectiveness

a formal performance review process is still critical to organization effectiveness, but maybe not for everyone, especially if pay is not linked to performance

Performance reviews of the CEO by his/her chair, especially under 'Carver' governance rules, is often flawed in at least two ways: First, the performance of the ED often is undifferentiated from the performance of the agency as a whole. Second, the adequacy of the information upon which a judgment must be based.

Despite the criticism of the annual performance review ritual, employees still want to know, on the record, where they stand. [...]

For years, performance reviews have been criticized. There is a current movement in the literature decrying the annual performance review ritual as archaic and ineffective, irrelevant, and possibly even counterproductive . This despite the fact that employees frequently report in surveys that they lack adequate feedback on their performance and behaviour. And it's unfortunate. Because the annual performance review is a key event in the ongoing cycle of managing expectations. It comprises four components: ...

Careerists should do their own succession planning and find their own replacements. Evaluate their immediate team and provide development assignments and coaching.