10 Reasons to Stop Scoring Performance

Managers and staff alike generally dread the annual appraisal round. In my 30 years in HR the most commonly cited reason is the score, or grade, managers are obliged to bestow on the employee. The dreaded ‘overall score’ that marks you out as a winner or a loser, the score representing a whole year of your working life. Someone, somewhere must be getting a degree of comfort and reassurance in the fact that they have forced their employees into a small number of fairly arbitrary categories. I’d like to upset their applecart by callously, and with malice aforethought, suggesting that the process does more harm than good. My starter for 10! 1. Giving anyone’s performance an overall score means

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