Updated: Aug 15
It’s often seen as a laborious and unnecessary ‘tick box’ exercise – preceded by lots of last minute scurrying around for evidence – and little else…but if this is the case for you then you’re missing a trick!
It’s that time of the year, often towards the end of one or at the beginning of the next, when the dreaded performance review looms. Even the most developed PM systems won’t work if your managers and employees aren’t held accountable for their part in the process. Investing the right amount of time, energy, and resources in to how your people manage their performance will yield results.
Firstly, it’s vital that you have a sound system that the whole organisation is committed to. If your company culture doesn’t reflect this commitment, then performance management will be doomed to fail.
The whole business needs to understand that the process of PM happens throughout the entire year – rather than done as a one-off or annual event coordinated by either the manager or the HR department.
Find out how your approach to setting goals for your development could improve!
Of course, it’s about supporting the business’ objectives and aligning them with those of its employees; so it helps if it’s based on both increasing performance and learning and development, in order to make the most of a high performance workforce.
Dynamic organisations of today – and the future – need to be more responsive. There is a recognised shortage of key talent, and success will rely on a business’s ability to offer the best coaching, engagement, and continuous employee development as part of a holistic approach to how performance is managed.