Page 210 - End Procrastination Now Get it Done with a Proven Psychological Approach

174 End Procrastination Now!

Interaction Process Comments

Bill: I understand that performance reviews have
been in place for a few years. What’s your under-
standing about their use?
Ted: I think we put them into place for several
reasons. We had no objective performance stan-
dards. We wanted to keep track of how well our
people were doing. Our corporate legal consul-
tant recommended that we have a way to justify
both disciplinary actions and bonuses and pro-
motions. She said that our company had grown
large enough that we needed a way to be sure
that the appraisals were job-related and based on
measurable and reasonable standards. It was
important for employees to have a pathway to
appeal their reviews if they disagreed with the
findings. The reviews provide a basis for perfor-
mance improvement plans. I guess they make
some sense. But I still don’t like doing them.
Bill: It sounds like you have a clear understand-
ing of their purpose. I agree, you don’t have to
like every part of a job.
Ted: Okay. Now we are getting somewhere.
You’ve agreed that I don’t have to like them.
Bill: Right. But your job is on the line for not
doing them.

Ted: I know. I have to get them done. But I
shouldn’t have to waste my time doing them.