I’m really grateful to my friend Dr Sarah Helps who pointed me to this article in the New Yorker.
If you’ve ever yearned to have something better than the traditional annual performance appraisals, this is a must read:
http://www.newyorker.com/business/currency/the-push-against-performance-reviews?mbid=social_facebook
And if you are a glutton for punishment, do also read my thoughts on appraisals here and here!
I’m an advocate for “Just-in-time Conversations” [to my mind this is my unique phrase :)- ]. This is the art of having ‘in the moment’ collaborative conversations that co-create learning and a mutual sense of how to go on in the face of organisational opportunities, puzzles, problems, dilemmas and stuck-ness.
To my mind, it is far better to invest in training every member of staff on how to have generative conversations (and to co-create a culture for it) than to persist in an expensive, time consuming, emotionally taxing system that creates more angst than productivity.
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Published by gohbyname
I am a ‘People Practitioner’ who has, over the years, been swept up by the tidal wave of change that has seen my profession go from being called Manpower Management to Personnel Management to Human Resource Management, and now back, well sort of… to Systemic People Management. I came up with the last phrase because I find myself increasingly uncomfortable with working within the confines of the ubiquitous neo-liberal approach to categorising and organising people. I believe that people are people, not merely assets, human capital or resources. While we do find fulfilment from PRODUCTivity, we are ultimately human beings, not human doings. I would like to transcend who we have become and becoming in a marketized, monetarised world and leave the corporatist worldview that reminds me so much of the allegory of Plato’s Cave.
I love God, my family, playing guitar, following Arsenal, travelling and taking and editing photos. This website is a celebration of all these things and more.
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