Do annual employee performance reviews use criteria only the leader knows?

Mid Life Celebration book excerpt with typo
Once past the typo (1st line) the rest of this has uncanny correlation here


Do annual employee performance reviews use criteria only the leader knows?

Or is it crystal clear – with no surprises and no tension – because everything is transparent and authentic?

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By jeff noel

Retired Disney Institute Keynote Speaker and Prolific Blogger. Five daily, differently-themed personal blogs (about life's 5 big choices) on five interconnected sites.


  1. Jeff,

    I know I am the one who helps our region to set up the objectives in our performance evaluations, so we know what the objectives are. The problem, as with most companies, is that the devil is in the details of the “subjectives.” Those are the things that aren’t written out…the things that compare one high achiever to another when both exceeded all the objectives. Then it gets into the politics of it all to determine which ones get better evaluations and, if tied to money, better raises.

    I do everything I can to make sure the objective part is managed for my team, but I can’t control the subjective.


  2. Bob, subjective is always difficult to agree on. our goal then is to make as many metrics (and more isn’t necessarily better) objective as possible.

    And for everything else, make the subjective topics as objectively up for discussion as possible.

    At the end of the day, what are the pillars to performance: the must haves, the need to haves, and the nice to haves.

    Half the time (78% of statistics are made up on the spot) the must, need, and nice aren’t clearly prioritized, to which a world-class consultant would observe and think, “How is that even remotely possible?”

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