After performance appraisal what’s the next idea to ditch?

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business_professionals_standout_1600_wht_5372Following reports of the demise of performance appraisal Philip Delves Broughton, writing in the Times,  asked what else could be dropped?

It was quite a lengthy list, enough to give HR people sleepless nights I would think.

If you want to read the full story check out the newspaper but here is a list of its targets.  (The comments are mine by the way not the article’s author’s)

  • Big Data – assumes numbers can’t lie. Never heard of GIGO?
  • Empowerment – don’t believe it the bosses still want to be in charge.
  • Disruption – Harvard academics love these terms. What happened to innovation and creativity?
  • Being more like Apple – Apple may make wonderful products (I’m writing this on one) but there are questions about how Steve Jobs made it work.
  • Downsizing/rationalising/optimising/change management – Scientific Management, BPR, you name it the experts keep recycling this stuff.  I know I was one!
  • Chief Culture Officer – one person can’t be responsible for organisational culture although CEOs have a lot to answer for in setting the tone as role models.
  • Passion – beloved of life coaches and similar who love to put it in their CVs and on their websites..
  • The off-site – used to be called outdoor development or any training activity away from the office where you could all drink too much and maybe speak some home truths – to be regretted once you get back to the office.
  • Core competence – you mean one-trick ponies?
  • Mindfulness –  the latest fad (possibly replacing NLP). If you want to be a buddhist monk that’s fine but dabbling in these psychotherapeutic areas can create more problems than they solve. Same goes for neuroscience-based training. But that’s another story .

I’m sure you’ve all got your own bête noirs so feel free to share them.

But remember, consultants make their money from selling you ideas and systems so there will always be something else coming along (probably recycled but nobody stays in top jobs long enough to notice).

Off the top of my head what about workforce planning, or job evaluation, Management by objectives, job enrichment? And what happened to the balanced scorecard? You get the gist.

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