On Performance Reviews and Mediocrity…

I recently had the opportunity to have a paramedic student in the ER the other day. An uncommon occurrence but none the less, at the end of the shift I had a fill out her evaluation. Here's the crux of both that evaluation and the reason for this post!

As I was starting to fill out the form, one of the other paramedics I work with in the ED who had a different student made a comment about 3s across the board! The grading was 1 through 5. My student asked him what he meant? His reply was you never give top scores so they always have something to shoot for. This exact thing is so much of what's wrong with any evaluation!

Where did this decayed and demoralizing idea come from?! And how does it pervade? Aside from the obvious, if you never give a perfect score, then there is quite literally nothing to shoot for!

Now if you already believe this frankly bullshit ideology you'll likely not care for this post! So feel free to stop here. However if you think you may just see another point of view then read on...

I've heard this thought process since well… forever or at least as long I've been getting reviewed in most jobs I've ever done,, and frankly it's lazy management. I speak often about the difference between being a manager and a leader. Managers do things right. Leaders do the right thing! There is a vast difference! And though it shouldn't have to be said, this whole post assumes the fact that the person being reviewed is actually doing a decent job, at their job.

One caveat, I have worked for a few leaders who gave me honest reviews, both where I was exceptional and where I certainly was not. Those few leaders had and still have my complete respect. Again that's not the reason for this rant.

For 23 of my some 45 years of professional life I worked for Austin Travis Co EMS. I'm proud of my time there, and I'm proud of that service because the people are incredible, but like many EMS systems they are honestly like most, public and private companies, entities, departments, etc. They readily subscribe to the afore mentioned “something to shoot for” methodology. For the City of Austin they have what's called the SSPR which honestly I have little idea of what it means but I'll assume the PR is performance review. Now keep in mind there are no financial incentives or any other incentive tied to this review. It's just a mandatory yearly review or HR masturbation if you will.

Every year at that time I would joke when my direct supervisor stopped by and said it's time for your SSPR. I’d say while smiling, let me guess! I met expectations! There are only 3 ways you can land on the SSPR. Does not meet, Meets, or Exceeds. Again there are zero incentives for the SSPR unless you did not meet. However I never fell in to the “Does Not Meet” category so there's no point in discussing it.

What I always found interesting and honestly comical is that no matter what I did I never exceeded their expectations. When I started a fitness program for the rank and file, spent upwards of $9k of my own money getting fitness and nutrition certifications and got businesses and people to donate equipment, as well as getting the first EMS system certified Cross Fit Box, all without any funding from the department, I met expectations. The following year when that same program and the department was awarded the American Heart Association award for most Innovative Fitness Program, an award that is still in the trophy case at HQ, I solidly met expectations. When I rebuilt the defensive tactics program for ATCEMS and got it funded by the Employees Association to the tune of nearly $23,000 in training and then taught that same program to Williamson Co EMS, City of Austin Parks, Austin Fire Dept, Austin Mental Health, and two separate private health care services, all at the behest of the department... You guessed it, I met expectations. This and getting elected to the Board of Directors of the Employee Association, again I solidly met expectations.

Now this isn't sour grapes. I did the things I did and do to this day because I am passionate about anything I do! I never expect accolades. However if every year you give me a review and no matter what I accomplish and consistently tell me I need something to shoot for, I will never take you seriously as a leader. I will take you very seriously as a manager though because you obviously have little idea of what I do and you've taken the “same ole same” approach of something to shoot for.

Now to be fair, one time after making the “let me guess, I met expectations” comment. I did have one very creative supervisor say, well we expect more from you anyway! Which, while a creative comeback, made the review subjective at best. And trust me, the all mighty SSPR is not a subjective document in any way. But I do give the guy props for creativity!

In any job, I want to be a value add. I want my work product to be the best I can do. Now there are some days I fall short of that, and no one will ever be harder on me than me! There are days that I don't meet my own personal expectations. On those days I have a conversation with myself and I readjust.

If you are someone who buys in to the “always something to shoot for” methodology, then honestly you should revaluate. For me that methodology shows me that you do not care to be a leader, and frankly it's lazy, and you're just going through the motions. Because telling someone they did a great job inspires them to do more, to work harder, and want to be a part of that team. If you think that always saying you need something to shoot for will make them work harder, you're living in a fantasy. People trying, in fact wanting to do a great job only have to hear they're mediocre on every review will only serve to make them want to be at very best, mediocre.

Now I believe I may be an anomaly. I just do what I do. I can't help but try to make things better wherever I go. Now truthfully that rubs some people the wrong way. I'm not everyone's cup of tea. But if you want me to have respect for you as manager and more so a leader, tell me what I do poorly at, tell me where I need work, tell me what I did right, and most importantly, tell me where and if I excelled at something. I can respect that! But if every review is “you met expectations”, no matter what I did which is basically saying you're mediocre at best and you didn't really fuck up anything, and the patented “good job”. Then you certainly can't expect me to take that review seriously.

Now interestingly enough its very rare that managers have any issue telling you that you fucked up something. Those conversations rarely wait for your yearly review. But why is it so hard to tell someone they did a great job?! If you want to ensure mediocrity in the work place keep telling your employees they need something to shoot for over and over no matter how good a job they do, eventually they'll give you exactly what you're asking for. Mediocrity!

And that Paramedic student? She got all 5 out of 5s from me because she showed up prepared, was able to answer questions, asked great questions, was very professional, was honest about her skills and what she was good at and what she needed help with. She treated the patients respectfully, as well as all the staff. She exceeded my expectations especially given the grading criteria I had to grade her on. I think she will be a great paramedic! Something we truly need more of! So yeah I gave her 5s and explained the reasons why. Along with the greatest compliment as far as I’m concerned, I'd let her work on me or one of my family! And that's certainly not something I say about every EMS provider! Or nurse, or doctor for that matter.

If you always subscribe to the idea that you never give an exceptional grade to someone whose earned it simply because you think they have to have this mythical something to shoot for, maybe rethink it. Have a real conversation with them! Acknowledging someone who did an excellent job is not a sign of weakness. Nor is it motivating to tell them “we don't give out perfect scores so you always have something to shoot for! Or at least not for me! It's quite literally the opposite! It's a bit like withholding love and approval from a kid to ensure they work harder to earn that ephemeral praise you dangle in front of them that never comes. But hey, you gotta give them something to shoot for, right?!

Here endth the rant! W