Is it any wonder that so many people dislike Performance Management?

In theory, performance management is a good idea. In practice, it often becomes all about forms, technology, deadlines, ratings, money and painful conversations.

When designed and executed properly, performance management is a powerful tool for developing employees, identifying top talent, driving honest conversations…and ultimately pulling people together to achieve critical business goals.

Here’s how TLG defines it:

Performance management is the ongoing process of achieving business results by ensuring that employees are adding value to the business in everything they do, working to their full potential, and are fully engaged and accountable for their own performance.

Performance management is not an activity or event. It’s an ongoing business process that, when executed effectively, results in:

• Regular, open communication at all levels
• Goal alignment across and down the organization
• Employee “line of site” and connection to the organization’s goals
• Engaged employees who innovate and give extra effort
• Moving poor performers up or out quickly, to make room for new talent
• Identifying and rewarding people who add the most value to the organization

Click here to see the elements of a world-class performance management system.