Performance Management Best Practices

Performance management is viewed as a necessary evil in many organizations due to the myriad barriers for implementing a consistent, highly supported process. Half or more of implementation efforts produce limited or even negative results. This paper explores the reasons for failures and presents a best practice approach for instituting performance management programs that work based on the following nine factors.

• Establishing guiding principles and program architecture provides a solid foundation;
• Clear success criteria show what excellent performance looks like;
• Alignment of expectations produces a clear line of sight;
• Clearly articulated roles and coaching capabilities support a fair contract for performance;
• A specified process serves as a reliable roadmap;
• Commitment to developing collaborative coaching capabilities is the primary driver of successful execution;
• Integration into day-to-day practices makes performance management the linchpin for leveraging talent;
• Providing distributed information and ongoing support creates ownership of the process;
• Creating and implementing a change plan makes the process sustainable.

To access the full article that explores each factor in more detail click on the following link. Performance Management Best Practices

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Categorised in: Blog, Publications, Talent Management Blog, Talent Management Publications

This post was written by Dr. Stephen C. Schoonover