Performance Management Systems

Hi all,

Thanks for today's online performance management system discussion. I appreciated your reflections on integrating and contrasting the views of Blanchard and Ridge (2009), Muller (2013) and Chewning (1990). Janine, Karson and Rob did a great job covering the bases on what each of these authors bring to the table.

Matthew and James, Laura and Julie, all have important discussions about how Muller and Blanchard & Ridge can be integrated. This is indeed the case. As James and Lauren discussed, Muller's rating system is often used in a situation in which you need to compare large groups of people. This is most common when you have a large number of people doing the exact same job... maybe on an assembly line, in a call center, or maybe even a retail store. This goes directly to a point Julie notes in her post regarding the importance of personalization. Recall that one of the marks of the 2020 workplace will be intense personalization (Meister & Willyerd, 2010). Blanchard & Ridge's model provides companies with the opportunity for that personalization in the performance management system.

Check out Courtney's post for an important discussion regarding hiring for skills vs. organizational fit/motivation. This choice made during the recruiting and selection process then has an impact on performance management strategy and execution. Successful companies have hired either and both ways. See Courtney's post for a discussion of how it works at her current employer.

Finally, Eric helps us reflect on the importance of love of neighbor -- and co-worker -- in the context of performance management. Check his post for a very thoughtful integration of Chewning's (1990) concepts with our performance management discussion.

Nice work, everybody. See you on Monday for a very targeted discussion of managing poor performance.