Performance Management Process: "Good Enough" or Truly Effective?

Performance management often feels like one of those tasks that’s "good enough"—but as Marchelle J. Wright wisely puts it when assessing any process, “It’s okay, but is it right? We can do it, but is it the right approach?” This really hits home when it comes to how we manage employee performance. We may think our process is fine because it’s how “we’ve always done it”. But the question is: are we doing right by both the employee and the company?

An effective performance management is more than just checking the obvious boxes. The goal is to align an employee’s contributions with departmental/organizational goals. An intentional performance management process, ensures that feedback is continuous, development needs are identified, and that accountability is a core part of the employees day to day function at work. This ultimately unlocks the full potential of employees and drives business success.

Risk: Skipping the process or taking shortcuts, puts the employee—and the company—at a disadvantage. Without clear, consistent feedback and guidance, employees might miss out on growth opportunities or fail to align with the company’s goals. And for leaders, failing to properly engage in performance management means they’re not giving employees the support they need to improve or thrive. It’s a disservice that can lead to confusion, disengagement, and even higher turnover.

The risks go beyond an employee’s development. A weak or inconsistent performance management process can impact morale, reduce productivity, and, in the long term, hurt organizational success. It’s one of those areas where “good enough” is simply not enough. We’ve got to ask ourselves: Are we really doing it right?

Leverage the expertise of other professionals, your network, and ongoing training to stay informed about innovative and impactful trends in performance management.