Is your organisation ready for your next round of performance discussions?
Many teams and organisations are busy finalising performance review discussions and performance ratings for 2009/2010.
Each year much time is dedicated to the performance review process with varying reports on the effectiveness and useful of these discussions.
Recently a Learning & Development professional shared with us that the leaders in her organisation were "protesting" about participating in the annual performance review process citing it as too cumbersome, time intensive and irrelevant to their staff's role.
How are your staff and Leaders feeling about your organisation's performance review process?
Will this year's discussions provide staff with clarity regarding their performance, an understanding of what they need to improve and the motivation to get started?
Our experience suggests that best practice performance management systems support these outcomes. They do so by:
- Aligning with the strategy and culture of the organisation
- Encouraging ownership and active participation in the process
- Ensuring that Coaches (Leaders) provide regular, open and honest feedback to staff
- Focussing on personal development
- Linking pay to performance
How does your organisation stack up?
Complete our complimentary Performance Management Checklist to assess how your organisation fairs in each of the above areas.
Our article Is your organisation ready for your next round of performance discussions provides further information on the vital elements of a healthy performance management system.