Analytics and Information: A Case for Performance Ratings

Schiemann and Ulrich's (2017) discussion of opportunities for industrial–organizational (I-O) psychology speaks directly to the growing movement of companies eliminating their performance ratings. One of the main issues that the focal article highlights is the need for strong analytics and measurement. A core domain of industrial psychology historically has been employee performance measurement. However, by some accounts, as of September 2015, at least 51 large companies were in the process of eliminating their performance ratings (Rock & Jones, 2015). Whether eliminating performance ratings is a good idea is a subject of debate in the I-O psychology community. In addition to a focal article in the summer of 2016 edition of Industrial and Organizational Psychology (Adler, Campion, et al., 2016), several sessions addressed this topic at the 2016 Society for Industrial and Organizational Psychology convention (e.g., Adler, Colquitt, et al., 2016; Hettal, Garza, Levy, & Cleveland, 2016; Hunt et al., 2016; Roch & Gorman, 2016). The I-O psychology community appears to be divided on the value of performance ratings. In my opinion, the recent drive to abandon rigorous performance measurement appears to be a step backward rather than a step forward.