Submitted by Sal Silvester on April 11, 2012
The performance management process in many organizations is irrelevant. Create 12-month/annual goals and then ignore the goals throughout the year.
How about a more agile process instead?
1. Create quarterly or more frequent goals that are aligned with organizational goals.
2. Make the review process more frequent - e.g., quarterly.
3. Update goals throughout the year so that they are in line with the latest organizational and market changes.
Submitted by Sal Silvester on October 24, 2011
I recently heard a client say, " I have never seen an employee stick around after having been through a performance improvement process."
The challenge in many organizations is that they view discipline the wrong way. The process is filled with warnings, threats, and ultimatums, and as a result good people leave bad managers.
On the other hand, when discipline is done correctly, it can be a process that helps an employee and team be successful.
It's really about building commitment instead of compliance.
Submitted by Sal Silvester on November 18, 2009
The performance review process is your opportunity to reflect on your career, on your strengths, and on your plans for the future.
Here are a few ideas on how you can take ownership for your 2010 performance goals.