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Managers don't like giving appraisals, and employees don't like getting them. Perhaps they're not liked because both parties suspect what the evidence has proved for decades: Traditional performance appraisals don't work.
W. Edwards Deming
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W. Edwards Deming
Age: 93 †
Born: 1900
Born: October 18
Died: 1993
Died: December 20
Composer
Economist
Engineer
Industrial Engineer
Statistician
University Teacher
Sioux City
Iowa
William Edwards Deming
W.E. Deming
W. E. Deming
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Appraisal
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The greatest losses are unknown and unknowable.
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Adopt a new philosophy of cooperation (win-win) in which everybody wins.
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Retroactive management emphasizes the bottom line.
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We are being ruined by the best efforts of people who are doing the wrong thing.
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We must understand variation.
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The biggest cost of poor quality is when your customer buys it from someone else because they didn't like yours.
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Foremost is the principle that the purpose of consumer research is to understand the customer's needs and wishes, and thus design product and service that will provide better living for him in the future. A second principle is that no one can guess the future loss of business from a dissatisfied customer.
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The aim proposed here for any organization is for everybody to gain - stockholders, employees, suppliers, customers, community, the environment - over the long term.
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Innovation comes from the producer - not from the customer.
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The most valuable currency of any organization is the initiative and creativity of its members. Every leader has the solemn moral responsibility to develop these to the maximum in all his people. This is the leader's highest priority.
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The customer invents nothing. New products and new services come from the producer.
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You should not ask questions without knowledge.
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It is a mistake to assume that if everybody does his job, it will be all right. The whole system may be in trouble.
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Two basic rules of life are: 1) Change is inevitable. 2) Everybody resists change.
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When we cooperate, everybody wins.
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Anyone that enjoys his work is a pleasure to work with.
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You must not run your Organization as a functional hierarchy. You must understand it as a System.
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Put a good person in a bad system and the bad system wins, no contest.
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Management's job is to optimize the whole system.
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Management by results - like driving a car by looking in rear view mirror.
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