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
Tags: coaching, competencies, performance management
This post was written by Dr. Stephen C. Schoonover