Performance Reviews

My annual review is approaching. While the feedback will help with my growth, I dislike most of the process: the corporate heavy-handedness and ineptness, the time, and my own competitiveness.

On the corporate side, one story should illustrate the sad irony. Employees are rated on a five-point scale, with 5 as outstanding. Most people receive a 3. That makes sense: on average, people are average. However, it is well understood that, on average, most people think of themselves as above average. So, for most people, receiving a rating of 3 is unpleasant. My suggestion: make the average rating a 4, or 3.5; something higher than 3. Few people share information about their rating, their raise or their bonus with colleagues. Thus, no one will know that their own rating of 3.5 is in fact merely average. Instead, most people will be happy to receive their artificially-inflated rating.

The management solution: this year, the average rating will fall between 2 and 3.

On my side, I want to be viewed as highly competent and effective. I derive a lot of self-esteem from positive feedback. I wish that were not the case. A higher rating yields a better raise and bonus, but I already make enough money to feed, house, and clothe my family. We vacation somewhere every year. More money will not make us happier.

My employer is 100% owned by a mutual insurance company. So, in a vague sense, I work for a non-profit organization. Still, my employer is not saving the world. So, as much as I would say that my competitiveness is directed to making the world a better place, that is not true.