Well, it’s that time again — time for the yearly performance review. The ritual starts with gathering feedback, proceeds to assigning rating/ranking, and drags on through doling out a raise. Do you enjoy annual review ritual? Thought not. This year I think...
In an online forum, someone declared that feedback between peers must be anonymous. He asserted people won’t be honest without anonymity. However, I have found it is possible to be honest and not anonymous. Further, anonymous feedback backfires in number of...
One of the traps people fall into on teams is withholding information –feedback– that’s critical for the team to function. Sometimes the information is about friction between team members. When team members don’t have a way to talk about small...
….. It’s Time for the Annual Performance Review Vague statements and labels, one-sided evaluations, surprises, and secondhand complaints are just the sorts of things that can make a person want to run away screaming from an annual performance...
@mick_maguire asked me about “Differentiation” and how it could possibly fit with an Agile team. It can’t. Not with any team. Mick also pointed me to a blog post where the writer, a fan of Differentiation, described how he implemented the process on...
