What Happens When We Measure People?

Can you prove that measuring and monitoring people’s performance actually does improve the performance of the organisation? I’ll be you can’t. A very fundamental dynamic prevents it. Here is the reason why, in our PuMP community, we don't ever measure people's performance. Not even for performance appraisal or performance reviews!
More detail about the downward spiral of measuring people:
-- www.staceybarr...
More information about Stacey and PuMP:
-- staceybarr.com
-- staceybarr.com...
-- staceybarr.com...

[@adepejuadegoke9960]

Thank you for sharing. I really do not think your views are out of place. The aspect of employee management that employees dislike the most is Performance Appraisal. Furthermore, organisational goals are set and cascaded yet the goals are not achieved- numbers may be achieved but not the financials. This leaves most employees confused and apathetic to the process. Collaborative goal attainment aligned to the organisations' strategy would be a better approach. The focus will be on process measurement and not judging individual performance.

[@StaceyBarr]

I like how you've interpreted the exact point I'm making in this video. Don't measure individual people to judge them, rather let people use measures to collaborate and focus on process improvement.

[@engahmedshoukri]

Totally Agree

[@jennyvinyl85]

You aren't wrong. After reading some HR trend reports the number of companies in all sectors and around the world that are ditching their performance appraisal process keeps growing and growing....

[@StaceyBarr]

That is excellent news! If you have any references to those reports, and a few moments spare, it would be great to get some links from you.

[@mfourmanagement9440]

What are your views on the "professionalism over personality" concept? Do you have a video on emotionalism in the workplace?

[@StaceyBarr]

I think you'd need to find an HR or psychology expert for that question. My work is organisational performance measurement - a completely different field. This video is just exploring what happens when measurement is used to "performance manage" people, not to provide an alternative solution.