Lack of focus? |
Consequences out of balance
What messages does your performance management system send?
Performance Management Systems
Research consistently shows a high level of scepticism from staff towards their performance appraisal system. The vast majority see no benefit and no clear link to the organisation's goals. This is because most performance management systems do not address the key factors that influence individual performance.
Given adequate resources and skill levels, these are:
Individuals must know clearly what is expected:
Clear, consistent messages through well defined measurable expectations are a powerful tool for change. Quickly achieve dramatic results
- in their job - accurate, up to date job descriptions, describing accountabilities, tasks and measures
- their particular objectives, linked to organisational goals,
- the values and competencies expected of all staff
- capabilities specific to their role
Staff need to know how they are doing - regular feedback, formal and informal. They need to give managers feedback on barriers to achieving expected results, and any support they need. Without this communication people operate in a vacuum, they feel disconnected and under valued.
Just rewards - Consequences in Balance
Research shows that money per se is less important as a motivating factor than opportunity and work/life balance. Yet the consequence for many top performers is to be given even more to do. Appraisal systems often fail to accurately distinguish levels of performance and actually demotivate your best staff.
Contact Performance Group for advice on evidence based best practice performance management. We provide affordable expertise, tools and processes to help you get the best from your staff.
Performance Group International Ltd.
Consulting Industrial and Organisational Psychologists
Telephone +64 9 478 5167
Fax + 64 9 478 5164
Contact us for more information