What can performance management do for you?
Why do ambitious organisations see performance management as such an effective tool? Because they recognise that it offers the perfect way to deliver the kind of employee leadership and development that will boost their competitive edge while respecting people’s needs. It gives both employees and managers a clear idea of how they are contributing to the company’s overall results on an individual level, and it highlights the areas of development that are most important for them. A robust performance management system that encompasses the entire organisation can serve to identify and retain top performers and strategically align people’s individual performance. Performance management is one of the core functions of the HR department and dovetails closely with other HR processes such as talent management and skills management.
How does performance management work?
Performance management is closely intertwined with skills and talent management. Professional performance management includes elements such as
- mandatory performance appraisals
- documented responsibilities and goal agreements
- standardised performance evaluations
- structured self and peer assessment in teams
- strategic assessments of potential and career planning
- clear remuneration criteria.
These instruments have recently faced increasing criticism, but large-scale studies continue to make one thing clear: giving employees a clearer idea of their contribution towards the company’s success and their individual opportunities for development in the context of an annual performance appraisal makes them more satisfied and more committed to their work. To ensure that these individual elements of performance management bring about maximum synergy effects, it’s important to focus on sustainable, user-friendly, dovetailed solutions.
The future of performance management
There’s no doubt that periods of agility and volatility tend to somewhat diminish the standing of goal agreements and similar tools. Up-to-date performance management systems therefore take current developments into account by
- switching from agreeing individual goals to agreeing shared goals
- switching from top-down feedback to peer or 360 degree feedback
- switching from individual performance bonuses to fostering motivation by creating meaning and providing scope for creativity
- switching from mandatory large-scale interventions to boost people’s qualifications to on-demand interventions to provide the individual qualifications people need
We can advise you on designing and developing these tools and provide support throughout their preparation and launch. We can also provide training to everyone involved in making the process a success – from HR experts to employee representatives. The exact format of what we offer will depend on your individual needs. Please click on the “Projects“ tab to see some examples of our previous work in this area.