Business Performance Blog
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Improving Performance Management
Submitted by Leslie Allan on March 2nd, 2012
In a previous post, I recounted what I saw as the major problems with the traditional employee performance appraisal cycle. In this post, I want to share briefly what I see as the seven key hallmarks of a well-functioning employee performance management system.
Goals are mutually agreed between the manager and the employee and are aligned with the team and function goals.
The manager meets with their team and each direct report regularly (weekly or fortnightly) to discuss goals, progress and roadblocks.
Numerical employee performance ratings are avoided in place of data-driven progress reports on goal attainment.
Feedback on employee behaviors is sourced from multiple stakeholders, including managers, internal and external customers, peers and suppliers.
Financial incentives are supplanted with a range of non-monetary rewards and forms of recognition.
Appraising managers are upskilled to be able to set meaningful goals and give effective employee feedback.
Manager-employee feedback is two-way with direct reports also providing feedback to their manager.
What else should we add to this list? What items are contentious? Please share your views here.
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