This is not really a new trend. Taylor placed performance measurement in focus at the end of the 1880es, and this has in most placed been replaced by performance management, a concept people have been trying to understand since the 1990es as they recognise that measurement alone is insufficient.

There are three reasons that the development in recent years is still somewhat of a paradox:

  1. No one ever wanted performance management
  2. Most people disagree on what the purpose is
  3.  The watermelon effect

Employees prefer to pass

I have worked with performance in more than 15 years, and I have never once heard anyone say “I really wish we had performance management in my workplace!” To be more specific, I have never heard an employee say this.

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