Performance Management Strategy
A performance management strategy usually fails on a question nobody answers explicitly. What is this system actually for?
Most systems are asked to do three jobs at once, and the three pull against each other.
Development. Requires honesty about weaknesses, which requires safety.
Remuneration and ranking. Requires comparison and defensible differentiation, which removes that safety immediately.
Evidence for dismissal. Requires documentation and formality, which changes the tone of every conversation.
An employee who knows the conversation feeds a pay decision will not volunteer what they find difficult. That is a rational response, not a cultural problem.
Strategies that work choose one primary purpose, say so plainly to everyone involved, and separate the other two in time or in process. That single decision does more than any redesign of the form.
The Fair Work Ombudsman covers performance and dismissal. This is general information rather than legal advice.
See Sentrient’s performance management system and performance improvement plans.
6 Effective Performance Management Trends During Covid-19
The pandemic has changed the way we live and the way we work. Working from home is the new norm, and virtual meetings have taken over the physical space. While the world adjusts to this new way of working and living, the global economy has also been disrupted. Organisations have experienced reduced hours, adjusted goals, […]
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