Performance management systems – to be or not to be….
I am not a big fan of fancy performance management systems,
forms or processes. I personally think
it takes away from the purpose of the meeting.
I know of some organizations where the manager and the employee don’t
even talk during this process, they each fill out their portion of the review
online and send it in electronically where it is gathered at the HR level.
Pardon me, but how did this strengthen the relationship between manager and
employee? Did the employee get to ask
the question face to face - how can I improve?
Did the manager have the opportunity to thank the employee verbally for
the great job they are doing? This
process is simply that - a process for the sake of saying it’s been done and
can be crossed off the list. I much
prefer a one-pager that gives the manager some guidance on what to talk about
or even a blank piece of paper if that’s all that’s required. The real benefit to these sessions is the
conversation! That is where the
relationship is strengthened and insights gained. Don’t get bogged down in process but don’t
forget that giving face-to-face feedback is important. My view of best practice in this arena, is meeting quarterly in an informal
setting with your employees to have these conversations (using whatever
documentation you choose). Even though
you typically work daily with your employees, setting aside the time to talk
purely about them will go a long way on its own. It will strengthen your
relationship and show the employee that you are invested in their success!
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