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FT editor Roula Khalaf, chooses his favorite stories in this weekly newsletter.
There is no nice way to jump. But think about how bad it is to get sacks because your employer announces weak performers.
There is no need for thousands of employees this year.
Meta’s Mark Zuckerberg decided to decide his employees in January, “performance management and low performers decided to go out faster,” about 3,600 jobs are expected to be eliminated.
Later, a short time, the workers received the sweep cleanser of the Trump management of the Federal Workers termination Notifications that say “based on your performance.” . . You did not show that your post-employment will be in public interest in the agency. “
This week in the UK, said they were ministers ship Facilitate the fact that Whitehall is currently “not eligible” to facilitate hiding under officials.
These actions are not seriously compared. The US federal mass fires have been in a hurry and are chaotic that some departments have been ordered to temporarily restore the claims that the rules are not taken into account.
The British government plans to approach more intensions Performance monitoring And the staff was expected to be with six-month-old average workers to improve before dismissal. The cleaning of the meter is expected to be more calculated.
However, every work is a question that is difficult to answer surprisingly: how do you know if someone is definitely a low performer? Put another way, how does a company know how to get people wanted to lose?
Given that so far, this is the use of the performance view system of the operation of the performance of the work of the operation of the employers, this is so far this will be known to be known.
As 1940, about 60 percent of US companies used to determine the performance and payment of employees and the 1960s, experts say 90 percent are closer.
Last year, 49 percent of US workers surveyed by the working group, they are considered every year or two years, more often than 38 percent, he said.
There is no secret about why the reviews are so spread.
Employers want to check the form and fitness of work forces. The workers feel how well they think and how they think they move on.
Concerns, good performance management requires managers time and attention, but valuable companies are increasingly grow thinner You removed them, a process known as “fog” now.
This is even a reason for the struggle of carefully designed assessment systems to fully draw the work of each employee.
This, in turn, helps explain why the reviews continue to be fantastic.
Workers think they are unfair and useless. Managers find them invalid and great time eaters.
Deloitte once justified their assessments after the organization spent about 2 mn hours Provides rating scores producing rating scores than evaluated in a performance management system.
There are no HR cartridges either. Only 2% of resource officials in Fortune 500 convinces that the performance management system inspired the improvement Gallup data showed last year.
In general, it is difficult to make sure that every case that will confuse the MedioCre will be obtained correctly.
It can be easily identified for those who are convicted, incompetent, doomed to work with them. Their work is shocked. They steal ideas. They miss deadlines. They never have mistakes or learn from them.
Very often, these people suffer from being deceived either adequacy, or are worse that they are invaluable.
360 degree views based on the anonymous opinion of peers and small colleagues, not only managers are likely to solve such problems.
Unfortunately, it can be flawless. Juniors fear defective. They do not like that peers don’t get empty over their colleagues. And may have poorly designed systems unemployed Scratchers are dealing with the attacking torpedo back to praise each other. I know many managers who swear by such assessments.
Some companies have crushed traditional reviews in favor of continuous monitoring and opinion. Theoretically, it should be better than the less than checks, but many requires time to avoid the lack of managers.
As a result, performance reviews appear to be convicted to be a work on the ongoing. This is a small flexibility for anyone working for a certain employer to sweep down the low performers.
