Should we be evaluating our evaluation processes?
I came across this study and thought it was pretty interesting.
77% of leaders believe performance reviews are valuable, yet 67% believe eliminating them would either improve results or make no difference.
That got me thinking about the difference between evaluating people and actually helping them improve.
In baseball, we spend a lot of time evaluating players. We have reports, data, grades, and meetings. All of that has value, but identifying where someone needs to improve doesn’t mean we’ve actually helped them get better.
To me, evaluation should be the starting point. What matters is what we do with that information.
Do we have a clear plan? Does the person understand it? Are we helping them make progress? And are we checking whether it’s working?
I’m curious how others approach this.
What’s something you’ve seen organizations spend a lot of time evaluating or measuring without actually doing much to improve it?
0
8 comments
Should we be evaluating our evaluation processes?
powered by
skool.com/dugout-lessons-4976
Learn how to get the most out of people through real conversations, practical courses, and lessons from an experienced MLB coach. Free to join.
Suggested communities
Powered by