Comments on: Performance Previews, Teamwork, and Other Corporate Drivel http://www.brandculture.com/blog/2008/11/performance-previews-teamwork-and-other-corporate-drivel/ Branding. Not Bull. Fri, 03 Sep 2010 23:10:14 +0000 hourly 1 http://wordpress.org/?v=3.0.1 By: BrandCultureTalk http://www.brandculture.com/blog/2008/11/performance-previews-teamwork-and-other-corporate-drivel/comment-page-1/#comment-437 BrandCultureTalk Sun, 23 Nov 2008 17:22:53 +0000 http://brandculturetalk.com/?p=62#comment-437 Thanks for the reference to the Corsello article Mike. Here's the link: http://humancapitalist.com/?p=643 Thanks for the reference to the Corsello article Mike. Here’s the link:

http://humancapitalist.com/?p=643

]]> By: Mike Carden http://www.brandculture.com/blog/2008/11/performance-previews-teamwork-and-other-corporate-drivel/comment-page-1/#comment-436 Mike Carden Sun, 23 Nov 2008 08:31:35 +0000 http://brandculturetalk.com/?p=62#comment-436 I do like Culbert’s common thread of managers, subordinates and HR working cross purposes. We’ve all seen this, it may be preaching to the choir, but every day I come across businesses where the whole performance process feels like the edict of a distant HR department, and not something at all useful for the managers and staff involved. I am borrowing from Jason Corsello’s equally provocative piece “We Are Doing Performance Management All Wrong” here, but put simply performance management should not be about automating the performance review process, but rather about equipping everyone in the organization to make better decisions about people. I do like Culbert’s common thread of managers, subordinates and HR working cross purposes. We’ve all seen this, it may be preaching to the choir, but every day I come across businesses where the whole performance process feels like the edict of a distant HR department, and not something at all useful for the managers and staff involved. I am borrowing from Jason Corsello’s equally provocative piece “We Are Doing Performance Management All Wrong” here, but put simply performance management should not be about automating the performance review process, but rather about equipping everyone in the organization to make better decisions about people.

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