L'art de (se) diriger ( le blog de Laurent Pellegrin)

Everyone loves to hate performance evaluations, and with good reason: Research has shown them to be ineffective, unreliable and unsatisfactory for seemingly everyone involved. They consume way too much time, leave most workers deflated and feel increasingly out of step with reality.

Now, at the end of every project, or once a quarter if employees have long-term assignments, managers would answer four simple questions :
1. Given what I know of this person’s performance, and if it were my money, I would award this person the highest possible compensation increase and bonus.
2. Given what I know of this person’s performance, I would always want him or her on my team.
3. This person is at risk for low performance.
4. This person is ready for promotion today.

https://www.washingtonpost.com/news/on-leadership/wp/2015/03/17/deloitte-ditches-performance-rankings-and-instead-will-ask-four-simple-questions/

Source : Gandhi Heryanto Director at PT Citra Buana Prasidha for HBR