We believe that formal performance management procedures get an unfair bad press. They are simultaneously seen by management as complex and risky, and by employees as a path to exit. Thanks, in part, to these negative connotations, when they are applied, the process is often contentious, and the outcomes are mixed.
However, there is another way… well-managed performance management procedures are all about development. The focus, therefore, is on how the employer can support the employee to improve. Isn’t that a good thing? Working together to get better? And when managed effectively, this support can take an employee’s performance from ok to good, from good to great and even from great to exceptional.
With that in mind, at some point in the employee lifecycle, we should all reach a point where we are asking to be performance managed to support our progress to the next stage.
Sound like a parallel universe, fair enough, but with a few small but significant changes to an organisation’s culture, this could be a reality.
Our performance management strategies are all about implementing the changes needed to build a culture where performance is optimised and interventions are embraced.
If you’re looking to improve your performance management culture and don’t know where to start, we always recommend starting with feedback. Not just giving feedback to employees (although that is also essential) but getting feedback on what you do now, whether it works, real-world experiences and what could be done better. And don’t just ask HR or a few managers, get input from all stakeholders. The answers may surprise you. This is the starting point of our performance management audits and helps us develop tailored strategies that actually work.
Get in touch if you’d be interested in a no-obligation performance management consultation.