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by John Stephens
(Taylors, SC USA)
Should I artificially enhance my part of the review process when I feel that a particular employee will be unjustly rated due to the opportunity for subordinates and peer to exact payback?
My company recently instituted a 360 degree review process. A 360 degree review is where a person's subordinates, peers and boss all contribute to the normal yearly review process.
I am wholeheartedly against this type of process because I see it as mechanism for settling scores more that giving important information on the person being reviewed. This is particularly true in my department which is filled with ultra-competitive people most of which know little bounds when it comes to gaining an advantage. I am not concerned for myself but I feel this process is going to unfairly penalize some of my subordinates.
In the process, peer to peer is 25% of the total review. Logically I probably should just do my job and not change anything in the way I do my review. However raises and bonuses are big part of what keeps my people working hard so I am afraid that eventually I may lose good people because of the process.
I have told my boss my thoughts on this and he says he understands my concerns but this is Human Resource directive and there is nothing to be done about it. I could contact HR directly but that is going outside the chain of command (for lack of a better phrase). So I am in a quandary as to what I should do if anything about this new review process.
Thanks in advance for any advice rendered, JS
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