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Performance Management is dead - long live Performance Management !

Performance Management is dead - long live Performance Management !

Performance Management is dead - long live the new Performance Management !

Last 12 months have generated a lot of discussion and debate on Performance Management, but the focus has generally been misplaced. A number of articles on Performance Ratings have been doing the rounds. Removing ratings and forces distribution curves seem to be the 'right' thing to do at the moment.

Unfortunately, the impression that's being passed around is:

  1. That organisations won't manage performance like they used to (through use of tools like Performance evaluation, ratings, prescribed curves)
  2. The old system did not work, and so is being replaced by a shiny new one. Both of these assertions are off the mark (to the best of my knowledge). 

PM is evolving. Like all processes do. It hasn't happened overnight. All organisations have been debating ways to improve PM so it delivers what it is meant to. What has emerged are the following thoughts:

  1. Focus of PM should not be a meeting with your manager, and definitely not a rating. It should be conversations - real time, through the year focused on future performance
  2. Keeping in line with the complexity within organisations, multi-stakeholder feedback is important. You can no longer count only on the manager's view

It makes sense. We live in an era of social networks, where information flows real-time. Why should PM be any different? Generations at workplace are changing. The 'evolved' view on careers is that it doesn't just move upwards. Younger generations at workplace are willing to take risks, but they want more from their managers. Conversations are important and often assist them in making decisions.

Apart from these two factors, everything else is simply good press. We have way too many commentators in our profession who are happy to jump on to any new idea and make it popular.

The next few years will transform PM. Some organisations may decide to retain ratings, others may not. That's really not the point. Whichever way it lands, there will be a method to track and improve performance. Organisations are under a lot of pressure to deliver more (with less). Current efforts are only aimed at refining the PM process to stay with the times and deliver better results.

And you thought the big news was the demise of Performance Ratings?

:-)

HR AVENGERS

HR AVENGERS

Are You Happy, Could Be Happier or Unhappy At Work?

Are You Happy, Could Be Happier or Unhappy At Work?