At one insurance company, after formal scores had been eliminated, merit-pay increases have been being shared internally after which interpreted as efficiency scores. These turned generally identified as “shadow rankings,” and because they started to affect other expertise management selections, the corporate ultimately went back to formal value determinations. But it kept other changes it had made to its efficiency administration system, corresponding to quarterly conversations between managers and staff, to take care of its new dedication to development. In a two-year pilot, staff got feedback but no formal appraisal scores. At Sun Communities, a manufactured-home company, senior leaders also oppose eliminating appraisals because they suppose formal feedback is essential to accountability.
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