Is your Performance Management process relatable?
Performance Management - "an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization."
Reality - Nobody cares till the end of the year! #TrueStory
Most of us are guilty for not having "enough time" to frequently catch up with our team members to set objectives, provide feedback and understand the challenges they're facing. When you stop caring, they too will stop caring...till appraisal season. For a business that's trying to invest and build a developmental culture, this is a jarring red flag.
One of my mentors sent me an article on OKRs and best practices to implement these. Nope not a snooze fest! It's a great article that highlights how objectives should be transparent, visible and aligned to the overall goal; how performance conversations should be positive and consistent through out the year.
In a company that is extremely fast paced and results oriented, employees are keen to be appraised frequently. They're keen to have precise, concise conversations on where they are, where they need to get to and how to bridge the two. When championed by management and implemented throughout a business, it could fundamentally change how employees operate and contribute to the ultimate goal of the business. Employees may share objectives, accomplishments and directly see the impact it has on the business.
The first (hardest) step to initiating this? Commitment.
What is the performance management process like at your organization?
Vice President- Strategy, HR and Finance. Executive Coach
9 å¹´Kavita, this is a very good article because it currently reflects sadly the reality of the performance evaluation process at many companies where feedback is not ongoing and people managers are not well trained and equipped to create clarity and give constructive feedback without demotivating their employees. So well done on raising this issue!