Coaching as an Alternative to Reviews in Performance Appraisal
Human resources is an area fraught with the most complex issues facing corporations today. From the Americans with Disabilities Act to the Equal Employment Commission to sexual harassment training, human resources departments have gone from storing file folders with employees' remaining vacation days to the most critical wing of an organization.
Perhaps the oldest human resources duty that stays within the department today is performance appraisal. Human resources manages and selects the manner in which bosses evaluate employees at an organization. The procedures involved impact not only salaries and promotions, but form the very fabric of the organization. Are employees motivated, productive and happy? The answer to those questions most often lies within performance appraisal methods. In fact, it is not at all a stretch to comment that performance appraisal governs whether an organization is successful at all.
The problem lies in the history of performance appraisal. From eons ago, bosses simply called employees into their offices to accost them with their errors.
Sometimes, these conversations would encompass yearly salary increases, and not much more. Slowly, these conversations evolved into yearly reviews. Generally, reviews were held once a year, and again listed the errors made by an employee, although sometimes praise was thrown at the employee too. Salary discussions and benefits discussions routinely became part of the reviews.
The inherent problems with reviews were -- and continue to be -- numerous. First, the boss talks to the employee from on high: For instance, the rhetoric is quite similar to this dramatization: "I am your superior, therefore I will tell you what you are doing wrong, and you will simply accept my criticism sans comment." This is problematic for so many reasons. First, the boss often really does not know what the employee does on a day-to-day basis. Second, the employee is immediately on the defensive, and continues to be so throughout the review. This defensive posturing extends most often throughout...
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