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Performance Management in the contemporary setting

Photo credits to http://www.mcoxley.com/images/sli_8.jpg

Performance management is a process or rather a mechanism which enables and establishes proper grounds for employees to play their best game and achieve organizational objectives effectively and efficiently.

In the current global context Performance Management is something more than what comes to mind, the typical annual performance appraisals where managers asses employee performances using techniques such as; assessment centre method, essay evaluation, human asset accounting method, paired comparison method, rating scale, 360 degree feedback etc. This once a year approach proved to be biased and too focused on past mistakes thus leads to discourage employees and create work floor conflicts which will effect negatively to the organization.

In the contemporary context forward thinking organizations tend to practice modern performance management where continuously assess employee competencies and develop until them quit the establishment.

Photo credits to http://www.emperform.co.uk/blog/wp-content/uploads/ongoing-1024x693.png

Following are the key aspect for an organization to consider when setting a performance management strategy. 
  • Set clear and measurable goals.
Employees can not perform well unless they precisely aware of what to achieve. So when they do have a clear goal they know where to focus and improve productivity via improved efficiency and effectiveness.

From the managers side this enables them to track and measure performances in certain intervals and implement corrective actions before them too late.

Today OKR [Objectives and Key Results] approach is the sophisticated approach preferred by many market giants like Google when it comes to setting mutual goals that align with company core strategies.

  • Create an ongoing evaluation mechanism.
For an employee to succeed constructive guidance and timely feed backs are crucial. When it considering typical approach to the performance management where employees being told at annual reviews that them are underperformed month's ago, it makes no sense at all rather creates conflicts and discourage them. 

In the current context companies like McDonalds use sophisticated tools like puls surveys to enable employees and managers to carried out an open dialog where expectations, achievements and suggestions are openly and timely updated.

Photo credits to https://www.state.gov/img/09/30388/

A healthy performance management system should have to link with their HR strategy and go in line with organizational core strategies with short and long term measurable goals.

Reference.
  • www.etsplc.com/running-employee-pulse-surveys-case-study-examples-and-questions-to-ask/
  • hbr.org/2016/10/the-performance-management-revolution
  • home.bersin.com
  • www.sumhr.com/top-performance-appraisal-methods-startups-small-businesses/





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