In the April 19 of the New York Post, an article titled, Grade F, are performance reviews a waste  of time? According too Professor Sam Culbert UCLA seems too think so, and so do some scholars as career strategist. When performance reviews are implemented, it seems the Supervisor will act as if they are a Head Master at a private school, and they prey on the employee in being the subject in their research. It’s the mission, I control your life, and the powers are in Supervisor’s hands, and they control in what goes. However, has the Supervisor really tuned into how well the worker performed in their job or are they afraid, the worker met their objective, and the Supervisor is still trying too find their own objective in meeting the goals of their own superiors. So success is not a word in their vocabulary, but a word in their thought. You can’t measure margin for error in performance. Paper performance can’t take the place in actual excellence in achieving. “You can’t take a dirty window, and say, I can see clearly now, when you don’t have a full understanding in what manners in how the employee performed”. This is something that could be done on a one on one basis with coaching and monitoring. Are you looking at the employee in the matter in which the employee performed in her or she’s evaluation or is it stepping stone in finding your own responsibility as a leader. Performance reviews are used as an experiment with a microscope too find fault, and not what was achieved in effort under the supervisor’s eye. However, what if you turned a glass of water into a substance, and with a component of accomplishment under critical circumstances with the right ingredient of results. No, you didn’t part the red sea, but you showed, you were constructive seeing beyond and going beyond of what is expected. This is something management has overlooked. Personal feelings can stand in the way between ratios and objectives. You can’t crack the surface, if you are drowning in personals, and this goes for both sides. Paper trail, follow my lead in thought, and response, follow my lead in actions, and Approach, follow my lead in thinking, and achieve, follow my lead in being successful. Performance reviews are unnecessary, and when you have performed too the best of your ability, paper can’t rate you on that, as it is the visual that says it all.