by Monika Sziron, Ph.D.
In episode 13 of the HigherEdJobs Podcast, Kelly and Andy talk about performance appraisals with Christopher Lee* and why they are outdated.
Do performance appraisals accomplish what they set out to do? Christopher Lee’s short answer? “Nope.”
Judging performance and giving a rating on that performance has proven to be ineffective. “Research in and outside of higher ed and in and outside of the workplace on the idea of labeling or rating people really doesn’t work, because ratings are judgment. Feedback, not evaluation is the mantra. It’s about giving people information about how they’re doing and allowing them to calibrate, readjust, and to work better. It’s coaching,” Lee asserts.
Performance appraisals are often demotivating and negative. Their orientation on judging past/previous work does not adequately tell us how to do better in future work and might hamper open communication.
“…the judgment and the evaluation interrupts the ability to have earnest conversations, feedback, exchange,” says Lee.
Being a leader who is coach rather than an evaluator means employees have someone who’s in their corner, who has their back, and who’s going to give them frank and earnest communication and feedback about what they can do to get better.
So how can job seekers find out if an office or department still uses performance appraisals?
Lee advises that job seekers do their due diligence in finding out if the office they are seeking to work in has sound leadership, “interview the organization, and the leader, as they’re interviewing you.”
How would you like having a coach as opposed to a boss? Make sure to email us at podcast@higheredjobs.com or tweet us @HigherEdJobs and let us know your thoughts.
