The Myth of Results Based Performance

“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?”

3 thoughts on “The Myth of Results Based Performance

      1. Daniel Rose

        I completely missed this reply, sorry!
        Outside Rabbit happened by chance one day, somebody mispronounced scapegoat, “escapegoat” and conversation ensured about Escape Goat’s friends…


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