Is performance management really a necessary evil? Is it a “must do” because in most companies it’s so closely entwined with other HR systems? Perhaps so – but here’s a few reasons why it shouldn’t be:
1. Inconsistencies in manager ratings
Although purported to be based on objective data, performance ratings are subjective. Because of this manager [...]

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I wrote the article below  – Problems with Performance Management - a few years ago, and for the most part, I still believe the content is true. Most employees see performance management as a means for managers to give feedback (usually badly) on where they need to improve, to find reasons not to give a bonus [...]

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This is a brilliant article, talking in detail about the downfalls of the current thinking around managing performance through the use of annual, one-sided performance reviews.
If you have any interest – this Wall Street Journal article may provide a new way forwards. Here’s the high level summary:

The Promise: Performance reviews are supposed to provide an [...]

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I recently gave a talk (actually it was a webinar - very high tech stuff) on Creating a Dream Team – all the things you as a leader or employer need to do to to make your workforce highly productive.
It wish I could say that 50 minutes was all it took to  say everything that needed [...]

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In it’s simplest form, performance management is a common sense set of discussions that make sure people are clear about what they need to do, have the support to do it and get open and honest feedback on their performance.
Any performance management process should answer 4 important questions for your employees:

What do I need to [...]

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