Summary of How Performance Management Is Killing Performance – and What to Do About It

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How Performance Management Is Killing Performance – and What to Do About It book summary
Everybody hates the annual performance management review. Here’s how to fix it.

Rating

9 Overall

9 Applicability

9 Innovation

9 Style

Recommendation

Better performance management awaits, says HR consultant M. Tamra Chandler, who shows the way in this pleasure-to-read guidebook. She argues that performance management should focus on people – executives, supervisors and workers – and not just on processes. Her prose is clear, personal and funny, making this one of the best – and best-written – current HR books. Someone new to performance management could read Chandler’s thoughts and engage instantly, and seasoned veterans will get enough charts, graphs, real-world examples and online tools to satisfy their inner wonks. getAbstract recommends this guide as a valuable tool for any manager or HR professional. You’ll use it often.

In this summary, you will learn

  • Why traditional performance management processes don’t work
  • Why performance reviews seldom provide satisfactory results
  • How you need to shift your culture to foster better performance management
  • What new performance management processes HR leaders and managers should implement
 

Summary

Everybody Hates Performance Management
Most companies assess employee performance using outdated methods: They evaluate workers once a year with a standardized assessment tool and ask employees to complete self-assessments. Managers and employees loathe annual reviews and believe they...
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About the Author

M. Tamra Chandler cofounded and serves as chief executive officer of PeopleFirm, a Seattle management consulting company.


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    Victoria Littlefield 2 weeks ago
    There is no news here - there is much better information on the web. This is what a certain segment of the management community has been saying for the past 5-6 years. Panacea type solutions are not helpful; each organization needs to chart its own unique path which must involve not only top-down decisions, but grass roots initiatives that empower employees. In particular, see David Rock's seminal piece on the SCARF model at http://www.strategy-business.com/article/09306?gko=5df7f
  • Avatar
    Victoria Littlefield 2 weeks ago
    There is no news here - there is much better information on the web. This is what a certain segment of the management community has been saying for the past 5-6 years. Panacea type solutions are not helpful; each organization needs to chart its own unique path which must involve not only top-down decisions, but grass roots initiatives that empower employees. In particular, see David Rock's seminal piece on the SCARF model at http://www.strategy-business.com/article/09306?gko=5df7f
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    Steffan Roughsedge 1 month ago
    So true. A couple of key quotes for me:

    "Instead of concentrating on an employee’s past achievements, pivot the conversation to the future. Conduct a “performance preview,” not a “review.”"

    "Outdated PM processes focus on the person under assessment, not the entire company. PM should “build on the support structure around” the evaluated employee."

    Good to know I am not the only one who thinks this way!
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    Jack Thomson 2 months ago
    Within the next couple of weeks I will be going through my own PM meeting, so reading the summary of this book has put me in a great position to fully engage with the process and put forward my own opinions.
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    Steve Gemeiner 2 months ago
    Great content and suggestions for optimizing total organizational performance, Nailed the general thinking of the employee performance (to much focus on measuring failure over successes). Very helpful!

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