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Main Subject - The Fallacy of Performance Reviews
Every year the dance begins. Supervisors and managers know they’ll soon have to do the annual performance review for all of their employees. They get the notice from HR reminding them of the deadlines. They get copies of the forms that will be used. They may even get some training on how to use the forms or conduct the
According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product
reviews more effectively. Every few years the process will change – either in a small administrative way or in some more substantial way – at least from the perspective of those revising the process.
But to the supervisor, it is all the same. Once a year they have to have a performance conversation with their “direct r
But to the supervisor, it is all the same. Once a year they have to have a performance conversation with their “direct r
; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.
Examples of combination products may in
Examples of combination products may in
ports.”
While the employee doesn’t get the memo from HR, they know the time is coming too – they know that at some point they’ll get an email from their boss, or the topic will come up in a staff meeting. “Performance Reviews will be soon, look at your calendars and let’s find a time to do this.”
Most supervisors make th
While the employee doesn’t get the memo from HR, they know the time is coming too – they know that at some point they’ll get an email from their boss, or the topic will come up in a staff meeting. “Performance Reviews will be soon, look at your calendars and let’s find a time to do this.”
Most supervisors make th
lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.
s proclamation with a serious tone – they know that they represent the organization’s interests, and that even if they don’t like doing these reviews, they know they are a part of the job. Most employees with more than a couple of years on the job know what their bosses are thinking as well – and the dance continues.
And
And
here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe
so it goes – supervisors do performance reviews because they are expected to. And employees participate because they must. Far too infrequently does this conversation lead to meaningful changes in performance – either taking a high performer and making him or her a star or taking a person with some performance challenges
d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.
Combination pro
Combination pro
and helping to make significant strides of improvement.
Of course these are the goals of the performance review – to provide people with feedback on performance, compare that to the expectations of the job and provide an opportunity for conversation on how to improve (regardless of the current level of performance).
Thes
Of course these are the goals of the performance review – to provide people with feedback on performance, compare that to the expectations of the job and provide an opportunity for conversation on how to improve (regardless of the current level of performance).
Thes
ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc
goals are wonderful. Unfortunately, in most all cases, a performance review, no matter how well done, no matter the intentions of the participants or the skill of the supervisor, won’t achieve these goals.
In other words we do the performance review in our organizations because these goals are valid and “everyone does t
In other words we do the performance review in our organizations because these goals are valid and “everyone does t
easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi
hem.” Then when they don’t reap the desired results, organizations look to update the forms, improve the feedback skills of the supervisors or otherwise improve the process.
Here is the best way to improve the process: Eliminate the Performance Review.
That’s right, I said get rid of performance reviews!
The Fallaci
Here is the best way to improve the process: Eliminate the Performance Review.
That’s right, I said get rid of performance reviews!
The Fallaci
nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically
s of the Performance Review
Imagine that a dancer had a personal coach. That dancer would expect their coach to provide them with a clear picture of what excellent performance looked like, expect ongoing encouragement, positive feedback when appropriate and correction when needed. The dancer wouldn’t be very happy i
Imagine that a dancer had a personal coach. That dancer would expect their coach to provide them with a clear picture of what excellent performance looked like, expect ongoing encouragement, positive feedback when appropriate and correction when needed. The dancer wouldn’t be very happy i
and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ
the coach only watched once in awhile throughout the year during occasional performances or practices, then scheduled an annual meeting to discuss progress.
In the same way, a golfer would want a coach to provide feedback frequently and timely.
We read these examples and nod our heads in agreement. Then we go to work a
In the same way, a golfer would want a coach to provide feedback frequently and timely.
We read these examples and nod our heads in agreement. Then we go to work a
ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi
d do exactly the opposite.
In the most fundamental ways our work is no different from the dancer or golfer – in our work we perform (do our work) all the time. In order for us to benefit from coaching it needs to be in context, and in the flow of our work. Unfortunately the performance review process is set up to look a
In the most fundamental ways our work is no different from the dancer or golfer – in our work we perform (do our work) all the time. In order for us to benefit from coaching it needs to be in context, and in the flow of our work. Unfortunately the performance review process is set up to look a
ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.
Following aspects would a
Following aspects would a
t our work as a snapshot, rather than a running video recording.
Stated simply, while performance is an ongoing process, a performance review is an event (and usually a far too infrequent event at that).
What You Can Do as a Leader
There are several things you can do as a leader to work within your current perfor
Stated simply, while performance is an ongoing process, a performance review is an event (and usually a far too infrequent event at that).
What You Can Do as a Leader
There are several things you can do as a leader to work within your current perfor
dd to the challenges in developing combination products:
Which markets to tap where the combination products can do fairly well?
Which combination prod
Which markets to tap where the combination products can do fairly well?
Which combination prod
ance review process and still make it work significantly better. Everything suggested is within your control and won’t violate any of the tenets of your existing organizational process.
1. Stop thinking of the annual event. Yes, you may have to do the forms each year, but you can meet and discuss performance as
1. Stop thinking of the annual event. Yes, you may have to do the forms each year, but you can meet and discuss performance as
cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
ften as you want.
2. Turn it into a process. Regular conversation, perhaps informal, will make for a much better outcome.
3. Remember the key purposes. Clear expectations, discussion of progress and feedback for continual improvement. These three guideposts will make your conversations more useful to every one.
4.
2. Turn it into a process. Regular conversation, perhaps informal, will make for a much better outcome.
3. Remember the key purposes. Clear expectations, discussion of progress and feedback for continual improvement. These three guideposts will make your conversations more useful to every one.
4.
tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
Explain the change. Let your people know what you are doing and why. Once they know why you are doing this, they likely will love it!
5. Improve your skills. Yes, you can get better at giving feedback, building rapport and all those things (we all can!). And when you are having regular conversations you will get better
5. Improve your skills. Yes, you can get better at giving feedback, building rapport and all those things (we all can!). And when you are having regular conversations you will get better
t?
As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel
As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel
faster!
6. Use your review process as a culmination. You can fill out the forms and paperwork anytime. And if you are having ongoing conversation, it should be quite simple!
What You Can Do as an Employee
As an employee you may be thinking that, while you agree with everything you’ve read, there is really nothi
6. Use your review process as a culmination. You can fill out the forms and paperwork anytime. And if you are having ongoing conversation, it should be quite simple!
What You Can Do as an Employee
As an employee you may be thinking that, while you agree with everything you’ve read, there is really nothi
ping new procedures for reviewing their safety, efficacy and quality.
Professional from academic institutions, pharmaceutical industries, health care indust
Professional from academic institutions, pharmaceutical industries, health care indust
g you can do to change your situation. While you don’t hold all the cards in this game, you can be proactive in asking for more of a process approach.
1. Ask for a clearer picture of success. It is your success you want to create – it is only appropriate that you know exactly what is expected.
2. Ask for feedback reg
1. Ask for a clearer picture of success. It is your success you want to create – it is only appropriate that you know exactly what is expected.
2. Ask for feedback reg
y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products
ularly. Even if it looks very informal or if your boss doesn’t recognize this as “reviewing your performance,” you can create something that is more like an ongoing process, and less like an annual event.
3. Share successes and challenges regularly. This will help you get the feedback you need to continue to imp
3. Share successes and challenges regularly. This will help you get the feedback you need to continue to imp
.
As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de
As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de
ove.
Final Thoughts
People often ask me, “How can we improve performance reviews?” I surprise many people by saying “The best thing you can do is eliminate them.” Hopefully this article explains why I feel this way. I do recognize that many aren’t in the position to eliminate them completely, and so my secondar
Final Thoughts
People often ask me, “How can we improve performance reviews?” I surprise many people by saying “The best thing you can do is eliminate them.” Hopefully this article explains why I feel this way. I do recognize that many aren’t in the position to eliminate them completely, and so my secondar
elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.
Companies that provide selfless information through particip
Companies that provide selfless information through particip
advice is to take the focus off of the annual review and put it back on performance. Since performance is ongoing, so should the conversation about it.
Turn your review event into an ongoing conversation and you will have taken the most important step you can in making your process relevant and useful to everyone
Turn your review event into an ongoing conversation and you will have taken the most important step you can in making your process relevant and useful to everyone
tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products
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