Summary of Fearless Performance Reviews

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Performance reviews shape employees’ pay and promotions and affect their sense of self-worth. Managers detest performance reviews and have as much on the line as their staffers due to their overall responsibility for performance. The way most companies structure performance reviews brings out the worst in everybody. The more managers turn into posturing “my-way-or-the-highway” dictators, the more employees become surly, defensive obstructionists who feel threatened by evaluations they reject. Fortunately, you can take a better path to performance reviews by facilitating “performance-coaching conversations,” instead. Organizational experts Jeffrey and Linda Russell explain how to conduct performance reviews that actually improve performance. Their “fearless performance review” construct is a solid contribution to this process, even if some steps still sound a little scary. getAbstract recommends this productive path to those charged with review policy, HR professionals, and all supervisors and managers.

About the Authors

Jeffrey and Linda Russell are principals of Russell Consulting Inc. and the authors of nine other books, including Leading Change Training and Strategic Planning Training.

 

Summary

Reviewing Performance Reviews

Everyone hates performance reviews – the employees who face them and the managers who administer them. The biggest problem is performance reviews’ confrontational structure and judgmental style. Often, these reviews generate stressful conversations that make everyone uncomfortable; they stifle honest and open communication between supervisors and employees.

Because of performance reviews’ negative, pain-inducing structure, managers often delay them as long as possible. And staffers under review often quickly become defensive. They worry about their managers’ judgments and how the review’s findings will affect their status and remuneration.

Performance reviews are a fairly new phenomenon. They became popular during World War II as a result of the pioneering work of Fredrick Taylor, the father of “scientific management.” Taylor believed that employees could not be trusted to take charge of their own work. He told companies that managers should control the planning of all employees’ work activities. Most companies subsequently organized their workflow in adherence with Taylor’s principles. They instituted performance reviews in the...


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Comment on this summary

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  • Avatar
    G. K. 2 weeks ago
    useful
  • Avatar
    A. V. 6 months ago
    no more My way or Highway
  • Avatar
    N. P. 6 months ago
    Useful
  • Avatar
    M. J. 7 months ago
    Practical suggestions.
  • Avatar
    R. P. 7 months ago
    This will help to Have Better Performance in Future
  • Avatar
    P. M. 7 months ago
    Performance conversations with open environment is key
  • Avatar
    P. M. 7 months ago
    Performance- coaching - conversations is ideal to have the attention of the employee for best result yielding performance conversation. Really the ABSTRACT is wort to read and implementable As per the situational demand
  • Avatar
    H. M. 7 months ago
    Well described
  • Avatar
    D. P. 7 months ago
    Good One..
  • Avatar
    H. S. 7 months ago
    Very informative
  • Avatar
    D. C. 7 months ago
    Good for Performance conversation.
  • Avatar
    A. J. 7 months ago
    Performance review are though conversation. Has to be done with proper planning and with full transparency.
  • Avatar
    A. N. 7 months ago
    Real time performance review comes from an honest discussion of what’s working and what’s not.””
  • Avatar
    A. N. 7 months ago
    Real time performance review comes from an honest discussion of what’s working and what’s not.””
  • Avatar
    A. N. 7 months ago
    Real time performance review comes from an honest discussion of what’s working and what’s not.””
  • Avatar
    M. G. 7 months ago
    Real conversation was really insightful.
  • Avatar
    H. K. 7 months ago
    Facts given for performance conversions
  • Avatar
    M. T. 7 months ago
    With the right mind set, performance transformation is possible.
  • Avatar
    D. P. 7 months ago
    important and useful method for building a good team .. productive converses ion and engagement
  • Avatar
    N. C. 7 months ago
    Good insight on Real Conversation with Employee
  • Avatar
    A. K. 7 months ago
    Good tool to managing the Team
  • Avatar
    A. K. 7 months ago
    Good tool to management the team
  • Avatar
    S. S. 7 months ago
    Realistic, good for performance conversation
  • Avatar
    J. T. 7 months ago
    Excellent
  • Avatar
    B. R. 7 months ago
    Yes ! This will really can help us in Performance Discussions we have time to time.
  • Avatar
    L. F. 7 months ago
    Highly important to facilitate “performance-coaching conversations
  • Avatar
    G. Y. 7 months ago
    Good learning of what we should avoid while doing or being reviewed.
  • Avatar
    A. U. 7 months ago
    Fearless performance review is more effective if their is trust ,transparency and timely.
  • Avatar
    D. R. 7 months ago
    good insight on fearless performance review
  • Avatar
    H. M. 7 months ago
    Good learning
  • Avatar
    R. R. 7 months ago
    The greatest value of a performance review comes from an honest discussion of what’s working and what’s not.” I like it
  • Avatar
    K. N. 7 months ago
    Good
  • Avatar
    A. B. 7 months ago
    Realistic and apt