Any Performance Management System must be credible to employees and leaders
The challenge
A reader contacted me to talk about the impact of introducing a performance management system into her company a year ago. The process is not linked directly to reward at this point in time, although there are plans to do so in future.
As a result, it’s important that all concerned have confidence in the credible, consistency and accuracy of performance feedback and ratings.
But following the year end reviews for 2011/12, a number of differences of opinion emerged between managers and individuals, which centred on consistency. Two employees complained about being “picked on” by their manager.
Several other staff members have also disputed their ratings and feedback, claiming that managers are using the system to give credit to their “favourites”.
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