Performance Management
“You want a performance management system? Well, here ya’ go… I’m the boss,
you’re the employee, you do what I tell you, and we’ll get along just fine.”
Have you ever worked under those kinds of conditions? Our President & Lead
Consultant has, and he’s had 31 different (…very different) managers during
his professional career. In fact, the above quote, often takes place in
companies that DO have formal performance review and appraisal systems.
A few questions leaders need to ask themselves include:
- Are job descriptions current and complete (i.e., including behavioral
dimensions)?
- Is your review process discussion interactive, or is it simply one
way?
- Does the review system differentiate achievement of on-going responsibilities
from improvement goals? Are they recognized / rewarded differently?
- Does the approach used focus on “partnering for performance” / improvement
and growth or “Gotcha!”?
- Is performance linked incentives? Are the elements of rewards for
performance understood by all?
- Are there routine goal reviews conducted throughout the year?
- Does your review process provide for employee comments? Does anyone
follow-up regarding unfavorable comments?
- Does your review include an element of 360 feedback.
- Is your performance management system/approach valued, tolerated,
or hated?
Spirk & Associates can help you overcome pitfalls of your current approaches
and move your processes toward being valued by users.
