- Hardcover: 338 pages
- Publisher: Berrett-Koehler Publishers; 1st edition (January 15, 2000)
- Language: English
- ISBN-10: 1576750760
- ISBN-13: 978-1576750766
- Product Dimensions: 6.4 x 1.1 x 9.4 inches
- Shipping Weight: 1.6 pounds (View shipping rates and policies)
- Average Customer Review: 32 customer reviews
- Amazon Best Sellers Rank: #2,017,731 in Books (See Top 100 in Books)
Enter your mobile number or email address below and we'll send you a link to download the free Kindle App. Then you can start reading Kindle books on your smartphone, tablet, or computer - no Kindle device required.
To get the free app, enter your mobile phone number.
Abolishing Performance Appraisals: Why They Backfire and What to Do Instead 1st Edition
Use the Amazon App to scan ISBNs and compare prices.
Fulfillment by Amazon (FBA) is a service we offer sellers that lets them store their products in Amazon's fulfillment centers, and we directly pack, ship, and provide customer service for these products. Something we hope you'll especially enjoy: FBA items qualify for FREE Shipping and Amazon Prime.
If you're a seller, Fulfillment by Amazon can help you increase your sales. We invite you to learn more about Fulfillment by Amazon .
Frequently bought together
Customers who viewed this item also viewed
Regardless of from which side of the desk one has experienced the rite known as the performance appraisal, there are many who will welcome the authors' provocative proposal. Coens is an attorney and organizational trainer; Jenkins is a former human resources director at a division of General Motors. They acknowledge the countless books about performance appraisals and note that most suggest ways to make appraisal systems work better. Coens and Jenkins argue instead that appraisals do not accomplish what they are supposed to and that, in fact, they are counterproductive. They offer compelling evidence to demonstrate that appraisals backfire as they examine the five functions (coaching, feedback, setting pay, determining promotions, and documentation) for which appraisals are designed. Then they lay down sequential steps for phasing out appraisals and for designing and implementing separately the alternatives they propose for each function. The authors rate an "excellent" for demonstrating the ability to think creatively and for generally exceeding expectations for books in this category. David Rouse
Copyright © American Library Association. All rights reserved
Coens and Jenkins have taken a well-known secret and blasted it out of the closet into the light of day . . . .Traditional supervisors and managers should beware: this is a book ‘of the people,’ speaking the words they have wanted to say for a long time.”
—Sue Brightman-Glover, O. D. Consultant, Houston,Texas
“[This book] speaks no nonsense. . . . I really once thought [appraisal] . . . was unchallengeable. . . .Thanks [to] Coens and Jenkins for proving me wrong. As a consultant, I [am] committed to act on what Coens and Jenkins advocate.”
—Joey Chan, Consultant, Hong Kong
“I enjoyed [this book] very much . . . . [The authors] do an excellent job of arguing that traditional performance appraisals reinforce paternalism and are out of step with today’s emerging workplace that emphasizes partnership.”
—David Cox, AQP News for a Change
“Coens and Jenkins have done fabulous work in finally helping us overcome the worst blot on HR’s record.They show how to eliminate appraisal while better handling the legal, compensation, and organizational effectiveness issues that led us to appraisals in the first place.”
—David Creelman, HR.com, Ontario, Canada
“This book is a must-read for business owners, managers, and HR executives who are focused on creating an environment were people can contribute, perform, communicate, innovate, take pride in their work . . . .This is one of the top five books every executive should read and apply as soon as possible.”
—Marcia Daszko, Consultant, Santa Clara, California
“This book is extraordinarily practical on the ‘how tos’ of abolishing a process that has not worked . . . beyond that the authors have expressed a deep understanding of the human spirit. They have captured the essence of how feedback encourages and judgment deadens that spirit.”
—Norma Hagenow, President and CEO, Genesys Health System
“This book is aimed at practitioners and leaders but should be assigned in business schools. It is a provocative and positive counterpoint to scholarly books that reinforce the old thinking that has plagued managers, employees, and their organizations for the last century.”
—Michael L. Moore, Ph.D. Michigan State University and coauthor of Knowledge-Driven Work
“The concepts outlined in Abolishing Performance Appraisals revolutionized our approach to faculty evaluation and college-wide achievement. At last, the entire college is moving toward alignment of goals on all levels and recognizing individual contributions.Three cheers for Tom Coens and Mary Jenkins for moving us out of the dark ages of performance evaluations!”
—Gayle Nolan, Director of Faculty and Staff Development, Delgado Community College, New Orleans, Louisiana
“No book in recent years has been more thought provoking on the practical side of performance management. It has become something of a ‘Human Capital Desk Reference’ for me—my copy lives in my right hand desk drawer and has more dog-eared pages, yellow stickies, and highlighted passages than my day timer.”
—David Paulsen, Director of People Matters, Accenture Government Operating Group,Washington, D.C.
“Coens and Jenkins have created a beautiful book about an ugly subject— performance appraisal. The beauty lies in the simplicity and profound rightness of their conclusion—abolish it—and in their thoughtful, practical advice about what to do instead.This is a book for all who possess the wisdom and courage to truly welcome the power of human spirit in organizations.”
—Dick Richards, Author of Artful Work
“Coens and Jenkins do a masterful job in exposing the fatal flaws and faulty assumptions of performance appraisal.They offer dozens of real-world examples to prove there are alternatives that get better results.”
—Jay Robb, The Hamilton Spectator, Hamilton, Ontario, Canada
“The authors rate an ‘excellent’ for demonstrating the ability to think creatively and for generally exceeding expectations for books in this category.”
—David Rouse, Booklist
“A well documented and organized explanation of why the common-sense notion of giving performance appraisals is wrong. The book gives many ideas on what to do instead . . . . I hope that my competition does not find out about this book.”
—Dick Steele, CEO, Peaker Services, Inc., Milford, Michigan
“I recommend this book to both practitioners and academics . . . . I am going to use it as the text on performance appraisal for an MBA course on staffing and appraisal. . . . [This book] has something important to say about what healthy organizations should look like.”
—Jon M.Werner, Ph.D., Associate Professor of Management, University of Wisconsin –Whitewater, Personnel Psychology
Top customer reviews
There was a problem filtering reviews right now. Please try again later.
In describing alternatives to appraisal, the authors have written a detailed handbook on feedback, coaching, dealing with poor performers, and compensation. Coens and Jenkins quote a telling comment from Douglas McGregor pointing to the tendency of managers to ignore the results of research. In marshalling not only an impressive array of research, but also nicely bringing the research to life with "true stories," the authors have produced a remarkably useful handbook for managing in the new century.
A resource that will enlighten all well-meaning managers and employees who think we have to have the annual performance appraisal, but are always disappointed in the results!!
Especially helpful were the case studies, which pointed out how real companies were creating alternatives to clunky performance appraisals.