“I’m curious, though,” Jonas was thinking out loud. “As we create these tests for Rudy, to determine his capability in longer Time Span tasks, I am wondering how long this assessment period will take? If we test his capability on a 12 month Time Span task, does that mean we have to wait for the results after 12 months to make our decision? We base our Performance Appraisals on results. In fact, we hired a consultant to come in to develop our Results-based Performance Appraisal System.”
I held back, all but the glint of a smile. “Interesting question. Many companies proclaim an undying commitment to a results orientation. Management For Results. But let me ask you this, Jonas. When you observe a 12 month Time Span task, do you have to wait 12 months for the results to determine whether the person is being effective in the position?”
Now, it was Jonas’ turn to smile, as he shook his head from side to side. “No, you don’t. You can tell way before that.” Jonas stopped, then continued. “I wonder about our system of Performance Appraisals. Perhaps instead of Manage for Results, we should Manage for Effectiveness?”
Very true. What I love is when people are hired who may not quite be suitable based on the “if the don’t perform, we’ll get rid of them” mantra. In reality, it never, ever happens. I’m not sure why it’s such a difficult concept. Reasonable objectives in reasonable timeframes. Coincidentally, yesterday I posted an article with three tips on effective performance objectives for individuals!
Daniel, Thanks for the link back to your blog. So, tell me. Why the rabbit? Must be a story there. -TF