Performance Management - Behavior or Results... Why not Both?

HR Professionals in an organizations should focused on a balance of behavioral and results criteria when managing individual performance. A research shows that small number of professional focused on objectives and results, and even fewer professionals relied just on behaviors. The percentage breakdowns were similar for assessments of top managers, and a majority of professionals reported that corporate performance objectives originated from the top organizational grades. Even though results are extremely important, it is important for a business to focus on the kinds of actions and employee behaviors that ensure sustained viability from a long-range perspective, with a particular eye toward the promotion of behaviors that are considered to be ethical in nature. 

Companies should therefore consider developing a performance management process that takes into consideration the many different employee behaviors that bring about high levels of organizational performance. For instance, recognizing members of the organization for ethical conduct (i.e., helping others, doing the right thing, complying with the company’s codes of conduct), particularly when such conduct results in positive outcomes for the company, would serve to reinforce the notion that both behaviors and results are important employee considerations. Many of these behaviors can be emphasized in the company’s value statements so that employees realize the importance of positive action on the job, making them more likely to function in a manner consistent with the company’s expectations.

Thoughts & Comments are welcome…