What do you do when performance management goes wrong?

1 Identify the root cause

The first step to fix performance management problems is to identify the root cause of the situation. Is it a lack of clarity, alignment, or support? Is it a mismatch between skills and tasks, or between incentives and outcomes? Is it a personal or interpersonal conflict, or a cultural or structural barrier? By asking yourself and your employees these questions, you can pinpoint the source of the problem and avoid making assumptions or generalizations.

2 Communicate openly and respectfully

The second step is to communicate openly and respectfully with your employees about the performance issue. This means listening to their perspectives, acknowledging their feelings, and expressing your expectations and concerns. It also means providing constructive and specific feedback, and avoiding criticism, blame, or judgment. Communication should be ongoing, timely, and consistent, and should involve both formal and informal channels.

4 Monitor and evaluate progress

The fourth step is to monitor and evaluate the progress of your employees towards their performance goals. This means tracking and measuring their results, and providing regular and timely feedback. It also means recognizing and rewarding their achievements, and addressing any gaps or challenges. Monitoring and evaluation should be fair, transparent, and objective, and should align with the organizational standards and values.

5 Adjust and adapt as needed

The fifth step is to adjust and adapt your performance management approach as needed. This means reviewing and revising your goals, action plans, and feedback methods based on the changing needs and circumstances of your employees and the organization. It also means being flexible, responsive, and open to feedback and learning. Adjustment and adaptation should be based on evidence, feedback, and innovation.