The questions
Start with the decision in front of you.
7 questions
2 articles
Not automatically. Goals add up when someone reconciles the commitments that conflict, when what teams learn travels back up, and when the system is built to enable work rather than to police it.
Less than the rollout promises. What changes performance sits underneath every label, and which format helps you depends on your context, not on which one is fashionable.
4 articles
It can, when the conversation is close enough to the work to change it. Frequency alone is not the ingredient, and feedback aimed at the person rather than the work can make things worse.
Rarely on their own. A rating is a decision aid, and it serves whoever it was designed for. Decide who that is before you defend it or dismantle it.
It can, and the deciding factor is what people bring into the room. Calibration run on evidence raises the credibility of a decision. Calibration run on opinion launders it.
The score disappears; the judgment does not. It may move into pay decisions, talent reviews and private labels, while the replacement remains hard to see.
1 article
Start from the outcome you are buying and the people problem you are solving. The right system for an ambitious organization is the wrong one for an organization that needs reliability, and neither is decided by what the form looks like.
Try a broader term or another collection.