Comment by netghost
Performance reviews can definitely be used for ill, at the same time I think it's valuable to have some mechanisms in place to make sure people are accountable. Generally if one person is slacking off, being sloppy, or just plain not doing the job it puts even more pressure on those who do which isn't fair and tends to burn out the people picking up the slack.
What systems do people see in practice that keep folks accountable? What works?
honest face to face, real human discussion. actual management and creative problem solving. why is this person not doing well, maybe I can engage them in discussion and tease out some hints without putting them on the defensive. maybe I can pair them with someone who knows exactly what needs to be done, and get their take. maybe look for try putting them in another role with less long term planning. the list goes on. and when you've invested enough energy and been repeatedly disappointed, move them along.
what repeatedly fails is 'systems' - scores, infantile task management systems and other easy answers to what is a very difficult and nuanced job.
just the word 'accountable' implies to me that you're looking at this from the wrong perspective. if you're a first-line manager, and don't have a pretty clear picture about your ICs contributions, skills, and weaknesses...you're not even close to doing your job.