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performance evaluation: a common mistake

I just read an article lucidly on this subject, published by Glyn Lumney (follower of W. Edwards Deming and HR director at Maverick) and I draw a few ideas. (See http://www.glynlumley.co.uk/wordpress/2010/11/862/ ).

still persists in the erroneous idea that the improved performance of an organization lies in improving the performance of their employees.

One of our problems is that too often, we do not interpret the data with what these are, and not only useless, but dangerous in the wrong hands.

The performance of employees is immeasurable, whatever they say consultants and executives who use it, because there are so many variables involved in the daily performance of an employee whose measurement is impossible. In the best case is a purely voluntary exercise to give the appearance of objectivity to a subjective assessment, well-intentioned or not, the respective heads. It's like playing roulette and then say that the result is objective.

"... is an attempt to lead without the necessary knowledge and usually ends up turning in the direction of fear " W. Edwards Deming, "Out of the Crisis" 1982.

What's more background noise organizational system that produces all these results would determine if they were measurable, since system noise is so high that it obscures the true performance of an employee . This is what Deming called natural or common causes of variation and that any attempt at a solution without changing the system, all it does is make things worse.

A evidence of misunderstanding of the evaluations we have when some managers consider inappropriate to be below the median. Regardless of what was said before, the reality is that "50% is always above the median and 50% lower." This may be a surprise to many but it is how the medium is usually also true for the averages. We need some elementary statistics classes.

A case of blatant misuse is found in Jack Welch, Jack Welch's 'Bottom 10% ' principle, who in his years as head of GE dismissed annually to 10% of managers who got worse "performance" (In 2007 the U.S. government had to endorse the company to save it from bankruptcy.) Another clear example is the banks and its system of variables for their executives.

We must change the way we think and do not use the same system that brought us here.

What should be improved is the organizational and Management.