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The most basic problem is that performance appraisals often don't accurately assess performance.
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
Performances
Management
Risk
Appraisals
Often
Appraisal
Problem
Assess
Accurately
Performance
Basic
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You have to manage a system. The system doesn't manage itself.
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Innovation comes from the producer - not from the customer.
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It does not happen all at once. There is no instant pudding.
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We are here for an education.
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A rule should suit the purpose.
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Without theory there is nothing to modify or learn.
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A manager of people knows that in this stable state it is distracting to tell the worker about a mistake.
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Management of outcomes may not be any more than a skill. It does not require knowledge.
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Nobody goes to work to do a bad job.
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To successfully respond to the myriad of changes that shake the world, transformation into a new style of management is required. The route to take is what I call profound knowledge, knowledge for leadership of transformation.
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The source of innovation is freedom. All we have - new knowledge, invention - comes from freedom. Discoveries and new knowledge come from freedom. When somebody is responsible only to himself, [has] only himself to satisfy, then you'll have invention, new thought, now product, new design, new ideas.
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We should work on our process, not the outcome of our processes.
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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.
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When people try to do what they can not do, they wish to give up.
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You cannot inspect quality into the product it is already there.
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