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The History of Performance Reviews

The UGH! HISTORY of PERFORMANCE O REVIEWS Despite their widespread use, or perhaps because of it, performance reviews continue to draw considerable Waln criticism from the workforce. 1700s HISTORICAL BACKDROP: THE INDUSTRIAL REVOLUTION Technical advances, like the Spinning Jenny and the Steam Engine, created a need for improved work methods, productivity and quality that led to the BEGINNING of the INDUSTRIAL REVOLUTION. Break it down to TASKS, Baby! ADAM SMITH AKA, the Father of Capitalism Authored the influential book The Wealth of Nations. Written in 1776, the book argued the economic advantages of the DIVISION OF LABOR He proposed that work could be made more efficient by breaking up work into SIMPLE TASKS and through SPECIALIZATION. 1800s Factory Work Ain't Fun The average blue-collar worker endured MONOTONOUS work in an UNSAFE workplace.UNIONS formed to address issues like: CHILD LABOR 12 HR WOR K DA|YS SAFE TİY W Al GES STRIKE! 1900s The Personnel Administration Movement GREATER WORKER PRODUCTIVITY Employer discovery: WORKER SATISFACTION Imagine that?! FREDERICK W. TAYLOR The Father of Scientific Management Taylor developed the concept of WORK DESIGN, WORK MEASUREMENT. & PRODUCTION CONTROL which transformed industry. THE NA TIONAL CASH REGISTER CO. is believed to have the first personnel management department. 1920s The Human Relations Movement 1927-32 The HAWTHORNE STUDIES Elton Mayo measured the relationship between productivity and the work environment. You have to do more than HIRE and FIRE, boss ! 1929 The GREAT DEPRESSION ELTON MAYO drastically changed the rules of business. Old-age PENSIONS LABOR STANDARDS and MINIMUM WAGES for some industries were instituted. The Father of Human Relations BACK on the 1940s Management Style Evolved line, BUB!!! Atta boy, Henry! The 40's saw a BIG SHIFT IN THE TREATMENT OF EMPLOYEES as Mayo's work and real-world business experience launched a GREATER UNDERSTANDING of the dynamics of work groups and the SOCIAL NEEDS OF EMPLOYEES Production improved as managers acted LESS LIKE ---- taskmaster and MORE LIKE GOOD LEADERS COUNSELORS and FACILITATORS 1950s Government Joined In I Want YOU to be HAPPY at work! 1950 The PERFORMANCE RATING ACT established three summary rating levels for federal employees: UNSATISFACTORY SATISFACTORY OUTSTANDING 1954 The INCENTIVE AWARDS ACT authorized honorary recognition and cash payments for superior accomplishments, suggestions, inventions, services or other special acts by government employees. 1960s Scientific Management Lost its Luster A more personable group of managers emerged. This group EMPHASIZED the RELATIONSHIP BETWEEN EMPLOYER and EMPLOYEES, rather than scientific management. Cigarette? 1962 The SALARY REFORM ACT authorized an additional step increase for high-quality performance ( PAY FOR PERFORMANCE) by federal employees. 1970s Performance Management Fever Are you HIP to my JIVE?! AUBREY DANIELS coins the term "Performance Management" in the late 70s to describe a technology for managing both behavior and results. DUDES, legwarmers sell themselves! We can TOTALLY hit this goal! 1980s Totally MBO MANAGEMENT BY OBJECTIVES achieved fad status. In MBO, managers and employees worked together to set measurable goals with a definitive timeline. 1985 SALES GOAL 1990s Performance Reviews Got Grungier 1992 A BRICKER survey of how companies felt about their performance review process. 20% five years later ... 1997 A nationwide survey conducted by the SOCIETY FOR HUMAN RESOURCE MANAGEMENT VERY SATISFIED found the trend line dropped to only . . . 5% 2000: Performance Management Came Online Companies attempted to address the challenges of the performance review through automation and software, but not without negative consequences: Your review said the EXACT same YEP! I think he did all of them last minute... took him 25 minutes for the whole team. thing as mine?! Thanks for the review, but I've been done with that since LAST QUARTER. Home * fueet W Home 2005 The REMOTE WORKER became a significant part of the workforce, and the performance review process struggled to keep pace. Performance reviews DESTROY morale. KILL teamwork, and HURT the bottom line. WTE?! This doesn't cover 2008 Get Rid of the Performance Review! even HALF of all the work I've done! was published by PROF. SAMUEL CULBERT 2009 According to Reuters, Annual Review 4 out of 5 U.S. WORKERS are DISSATISFIED with their job performance reviews and would like to see them better reflect their work. Jetting off to the shredder as The Future we speak, Sir! The future of work is social. Next generation companies will emerge, with a focus on S0CIAL GOALS, FEEDBACK and RECOGNITION.The goal is to help modern workers manage their work goals and professional reputation. It's the end of PERFORMANCE REVIEWS traditional performance reviews. V.5 website launch COMPLETED. Thanks for all your help. * Killer design Jane! O Sales & Marketing Annual-Las Vegas 1 Go easy on the mojitos this year ;)! Mark, go easy the ladies! Closed Coffee Bottle account !!! 9 You ROCK, GEORGE! ROCKSTAR Award to the marketing team! O Thanks Mark. **** Completed "Company Overview Deck for Webinar" O Thanks Kayla- it really helped with my meeting. E Brilliant work, perfect! **★★ Hey Seattle, see you all in VEGAS! Looking forward to it Joe. O Not if I see you first ;) O ART/DESIGN: Sources: WorkSimple HBS Baker Library · · SHRM · CBS Interactive · WSJ • Bricker · Reuters · · Bloomsbury • Wikipedia %24

The History of Performance Reviews

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Despite their widespread use, or perhaps because of it, performance reviews continue to draw considerable criticism from the workforce.


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