It’s so easy to be sucked in by the hype around performance management. “Should we throw our system out?” “Should we rate performance of individuals or teams?” “Should we rate them at all…?”
It’s easy to lose sight of the fundamentals of performance management in the excitement around new methods and techniques; it may feel like the topic has been exhausted and there is nothing more to say.
If we return to the basic principles of performance management, it’s all about people. So many companies claim “Our people are our biggest asset,” because, until robots take over our roles, people remain a critical component of any organisation. We simply cannot run our businesses without people. But people, because they are human, have aspirations and dreams; if we don’t enable Gen Zs, Millennials, Xers and everyone else to achieve their goals, they will search for an organisation that allows them to do so.
Performance management is a tool for cascading the organisation strategy and goals down to individual level, andat the same time providing individuals with a link or connection back to the organisational strategy – the purpose for doing their work.
The aim of performance management is to keep employees focused and to achieve organisational goals using a set of tools and producing a set of outputs.
Effective performance management:
So…whether your assessment system looks at individuals or teams, and whether you use an electronic or manual system, your employees want reassurance that they contribute to meaningful outcomes and their presence at work supports the company in the achievement of its goals, as well as in the achievement of their own.