Regardless of your opinion of the annual performance review, organizations still need to have a performance management process. Performance management is a way to provide feedback, accountability, and documentation for performance outcomes. Even organizations that are “ditching” the annual review aren’t abandoning accountability, feedback, and documentation. So, it’s important for organizations to create a process that works for them.
At this year’s Halogen TalentSpace Live , David Mennie, vice president of product marketing and strategy at Saba + Halogen , shared the five essential elements to any performance management process. As he was discussing each, I couldn’t help but wonder how organizational performance would improve if everyone just focused on these five things. That the list David shared was really a roadmap for high performing cultures. Here are the five components:
Now if you’re saying to yourself, “This is a great list. But it’s easier said than done”, you’re right. If the list were easy, everyone would have nailed it by now. We’d all be working on high performing teams. Mastering this list is a journey. The good news is, technology can help support many of these components. But technology isn’t a substitute for training or effective management or accountability. It’s also not a substitute for process. Organizations need to have excellent processes. Those pieces must be in place. Then, technology can effectively support the system.
Organizations cannot let the difficulty of the task keep them from creating a successful performance management process. Not taking the time to define the process isn’t fair to the employee, manager, or the technology.
Image captured by Sharlyn Lauby just off Duval Street in Key West, FL
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