Performance Improvement and Appraisal System

As the economy slowly begins its rise from this painful recession, business preparation for recovery will likely be different than it has in the past. What’s being predicted is a ‘jobless rebound’ in which companies opt for continuing with their current workforce rather than ramping up to previous levels.  Their strategy is to get more results from the same number of people . . . or perhaps fewer.  The issue is that they do not have the tools to make this strategy work.

One of the widespread weaknesses in the corporate world is the lack of effective and popular performance appraisal tools.  Most organizations either have a system that doesn’t lend itself to authentic review and performance improvement -- or one that does not supply relevant data upon which to base a meaningful assessment.

Moreover, most executives and managers ignore or procrastinate their responsibilities in this area because they simply don’t know what to say to their direct reports.  Their attention too often focuses on what’s missing in the behavior and performance of their people, and so they are uncomfortable and ill equipped to have these difficult conversations. A successful performance management solution includes three key elements:

1.     Agreement on behavioral and performance expectations

2.     Efficient, consistent and focused support through the year

3.   An automated system for tracking and measuring performance and   feeding back performance outcomes