My colleagues here at #PICHR have been toiling away this month, trying to enlighten our readers about performance management, and how best to deal with it. And while I think they have provided some great concepts as usual, I think I may have eclipsed them with my one upmanship. I think I truly have resolved this dilemma.
Do we scrap the whole annual review thing? Do we do the immediate feed back; or is it the 360 degree feedback that works best? Maybe it is the forced ranking system, the debate rages on. This continues to be an area where we as a profession struggle. Some folks want to scrap the whole concept while other feel that performance management is at the core of our being in HR.
In my humble opinion here is how to solve the problem, and it needs to happen soon. I doubt that the greatest minds in Human Resources or Business can solve this, sorry. No, we have to think outside the box and dig deeper. I think we need to look to the Obama administration to solve this. Let’s look at their previous work. They have fixed health care. Yes the Affordable Health Care Act (ACA). They are in the process of fixing the Fair Labor Standards Act (FLSA) by establishing new rules and salary requirements. Along with that, we have the National Labor Relations Board who has implemented some very forward thinking business friendly decisions, like quickly elections. So I postulate that we should turn this whole matter over to the U.S. Government, and probably most likely the Department of Labor.
If we only had government regulation to define all of these unknowns life would be so much better for those of us in the #HR trenches. No longer would mangers or supervisor be saddled with the mundane decision making process of things like rating an employee’s attendance record. It would be clear. The Federal Guidelines would tell you if your employee has missed less than 40 hours in the last year they get a “5”. If they missed between 41 and 100 hours they get a “4”. All of the subjectivity would be gone, and no employees would be rated badly either.
There would be a grid system to determine what style or type of metric your organization MUST use. The HR department wouldn’t have to give it a thought. Fill out the form and see where you land.
You wouldn’t even have to worry about scheduling employee performance review under the new Federal system. You will be MANDATED, when, where and how to complete them. And just to make sure you get it done, they will add on a little fine; say like $1000 per each late review and an additional $25 a day if it is more that 50 days late, you know just how like an OSHA fine works.
They will tell you this; I’m with the government and I’m here to help. NOT!
That will not work! But I guarantee you there are those in government, and probably some of them sitting very close to the President right now that have the hubris to think they would do this and that it would be better. Hashtag #FearTheGovernment.
Those of us outside government continue to be besieged by a continuing onslaught of bureaucratic regulation and the pressure is starting to weight us down. The current administration continues to pummel business, in a effort to pay back all the debts they owe before they leave office next year.
I use the performance management matter to illustrate my point. No one in government knows better what your business or your employees need than you – the HR Department. Just be sure you give it to them before it becomes a mandate. Get your performance management ducks in a row, or it may end up like the ACA, another government program foisted upon business with a mission to equalize everything. And that would mean So Long rockstar employees – mediocrity for everyone!