performance evaluation

Feedback at Work

Giving feedback – to employees, peers, or even bosses – is a tricky but essential process in almost every organization. It’s important to let people know how they’re doing in their work, but it’s often difficult to figure out the best way to tell them, especially if there are problems with their performance.  And we all know organizations that loudly proclaim how much feedback and improvement are valued in their workplaces, but that don’t actually do much to make those processes happen.

My friend Allison Manley has recently starting hosting a podcast for, the web design, development and strategy firm where she works. The most recent episode of the podcast has a fascinating discussion on the topic of feedback. Allison talks with Colleen Carroll, Palantir’s director of operations, about Palantir’s commitment to having a “culture of feedback” and how the company actually makes that happen. What I found particularly interesting about this discussion is that it doesn’t repeat any of the usual clichés about feedback, like “focus on the problem, not the person”, and that it emphasizes the role of the sender of the feedback – a part of the process that often gets overlooked. Here are some of Colleen’s thoughtful insights into what makes feedback work. (more…)

How Gender Affects Perceptions of Team Members’ Expertise: The Case of STEM

It’s no secret that women are underrepresented in STEM (science, technology, engineering and mathematics) occupations. There’s several possible reasons for this: not much encouragement for girls or women to take courses in these subjects, lack of visible role models, and lack of support in the workplace. But a set of studies documented in a new article in Administrative Science Quarterly raises another potential problem for women in STEM occupations: gender-related discrimination in co-workers’ evaluations of their expertise.

The three studies described in the article, by Penn State professor Aparna Joshi, looked at (more…)

What Skating Judging can Learn from Workplace Performance Evaluation

At every Winter Olympics, it seems, there are complaints about figure skating judging. Occasionally those complaints lead to something more – as in 2002, when a second gold medal was awarded in the pairs event because of alleged bias in the judging. But usually the complaints are along the lines of “The judging was unfair because my favourite skater lost”, or “The judging was unfair because I didn’t understand it” – that second one often coming from sportswriters and commentators who don’t regularly follow figure skating, or who can’t be bothered to learn how the judging system works.

At the 2014 Sochi Olympics, there were complaints about the judging in every one of the figure skating events, including allegations of fixed results in at least two of the events.  The purpose of this post isn’t to argue about those results. Instead, I want to look at the judging system itself, and analyze it using the model of an effective workplace performance evaluation system. I’m using this model for two reasons: (more…)