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Amirruddin Baba
Malaysia
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Managing Average Performers
They did deliver, if only a mediocre, standard performance. So they can not be dismissed on a non-performance basis.
They are the majority within most organisations.
How to purge some of them out of the organisation? (...) Read more? Sign up for free
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Jagdish B Acharya
Consultant, India
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Appraisal Systems are not Screening Systems
Appraisal systems should be aimed at human capital development, not for screening. Using this for screening or purging purpose is not right.
In any case an organization cannot have only leaders, it also needs performers, followers and persons in other capacities.
For average persons, part of the credit should also go to the appraisor who apperently could not lift the level of appraisee during the interval between appraisals.
Discussion with appraisee on issues in an objective manner may take them out of "average" label and prevent heavy cost of new recruiting, training etc.
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Madan Gopal Agarwal
Business Consultant, India
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Reasons for Average Performance
Amirruddin / Jagdish - well said. The appraisal pr (...)
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John Prpich
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How to Deal with Average Performers: Real Time Approach
Madan, I believe the issue isn't with the concept (...)
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Richard Petro
Business Consultant, United States
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Average Performers not Average
It sounds to me like somebody dodged (Ed: ~avoided (...)
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Freddy Colson
CxO / Board, Belgium
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Managerial Moment Of Truth
I kind of agree with John Prpich. However, a manag (...)
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Richard Higham
Management Consultant, United Kingdom
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Managing Average Performers
I find Vroom's Expectancy Theory excellent for thi (...)
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Nancy Roggen
OD and Professional Development , United States
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Linking Performance to the Right Goals
Good point on the lagging indicator and the need f (...)
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Jeff Pelletier
Business Consultant, United States
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Providing the Employee with Specific Examples of Behavior
The two reasons people don't perform well, are the (...)
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David Wilson
Manager, Canada
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Average Leadership
If you have average performers, the problem may be (...)
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Donald Hesseltine
Director, United States
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Managing or Leading?
The original post posed the question how to deal w (...)
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Michael Del-Colle
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Managing Average Performers
In my view, we need and should appreciate average (...)
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nabzar
Manager, Morocco
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Managing Average Performers
It is the result of how managers deal with process (...)
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John Prpich
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Managing Average Performers
Sorry Nabzar, I couldn't disagree with you more, t (...)
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Andrew DePeppe
Entrepreneur, United States
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Managing Average Performers
David Wilson's comment, I believe, is spot on - av (...)
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Denis Nixon
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Do Away with 'Average'
Consider having only 3 overall performance scores: (...)
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Peter Gerdes
Management Consultant, Australia
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Golden Performance Appraisal Rule
Apart from the opportunity to set goals for the co (...)
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Jeff Pelletier
Business Consultant, United States
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Performance Appraisal: Part of Feedback System
Indeed, the performance appraisal is to a large de (...)
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Dumitrescu Andrei
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Implement Team Appraisals
If you allow me I would say that performance appra (...)
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Bana Kheirbeck
HR Consultant, Syria
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Performance Appraisal and Remuneration System
I would like to say that from my work experience I (...)
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Vivian Luth-Hanssen
Manager, Norway
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Providing the Employee with Specific Examples of Behaviour
Hi. Please accept a comment from a newcomer in the (...)
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Pauline Oruya
Manager, Kenya
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Staff Appraisals Should Stimulate Self Development
The performance appraisal is a good tool to 1) mea (...)
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Geoffrey Athey
Director, United States
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Change the term 'Average' into 'Quality'?
I like the idea presented earlier by Denis Nixon t (...)
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Geoffrey Athey
Director, United States
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Generations and Trust
Here in the US, we are struggling to integrate a u (...)
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KC Lim
CEO, Malaysia
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Managing Average Performers
Madan sums it up quite appropriately through the 3 (...)
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Ben Wymer
Project Manager, Australia
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How are the Average Performers Managed?
Consistent average performers are a grand asset to (...)
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Nicolae Enache
Consultant, Romania
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Many Average Performers?
If a department has many average performers, chanc (...)
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Ian Howard Bull
Manager, South Africa
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Appraisal not a Punishment Tool
It should not be tool which should punish people, (...)
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Sey Ojo
Accountant, United Kingdom
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The Average Employee
Why would an employer have an average employee?
I (...)
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Kleanthous
Strategy Consultant, United Kingdom
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Use Bell Curve to Increase the Average
If you think about the collective appraisals of al (...)
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Nilda Jelenic
Strategy Consultant, Argentina
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Why Become an Over Average Performer?
I agree with D. Hesseltine and D. Wilson. Average (...)
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John Prpich
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Problem with Bell Curves
Bell curves only work if you have the right system (...)
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Sabine Pitcher
Manager, United Kingdom
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Average Performers - we Can't All Over-perform
I'm not quite sure I understand what we're talking (...)
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CALVO
Manager, United Kingdom
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Everyone Has a Place
Sabine and I have similar ideas, I don't have aver (...)
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Jagdish B Acharya
Consultant, India
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Being Average is not a Sin
Most of the discussion somehow implies as if being (...)
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Adewunmi Abayomi
Management Consultant, Nigeria
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My Book in Performance Appraisal
I learnt a lot reading the various comments. They (...)
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Peter Gerdes
Management Consultant, Australia
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Meets Expectation
Re the doing away with the term "average", I agree (...)
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Mrs. Josephine Idele
Partner, Nigeria
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Managing Average Performers
Average performers in an organisation is a two way (...)
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Madan Gopal Agarwal
Business Consultant, India
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Average Performers Want to Grow
Very well said, Ms. Idele. That is where crux of ' (...)
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Simon Elvin
Consultant, United Kingdom
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Is Average a 'Mean' Term?
Surely, by definition, some employees will be aver (...)
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