Thanks for the Feedback: The Science and Art of Receiving Feedback Well

by Douglas Stone

of the vast range of goals that performance systems are charged with accomplishing: Providing consistent evaluation across roles, functions, and regions; Ensuring fair compensation and distribution of rewards; Incenting positive behaviors and disciplining negative behaviors; Communicating clear expectations; Increasing accountability; Aligning individuals with organizational goals and vision; Coaching and developing individual and team performance; Helping to get and retain the right people in the right roles; Assisting succession planning in key leadership positions; Promoting job satisfaction and high morale; and Getting it done on time—in the moment, quarterly, annually. Accomplishing all of these goals can’t be done with a single system or even with a combination of systems.

Arrows Theorem of Perf Reviews...