I have come to the conclusion after all these years in human resources that no matter what we call it or how sophisticated our process may be or how much technology we have it wrapped in, performance management does not work. It does not make a difference to the organization, the business results and the individuals we are evaluating. So who is kidding whom? Stop the madness!!!
If you are thinking that performance management is working, you might as well check all the boxes and file the form wherever it is stored and call it a day. Your employees only care about getting it processed and signed off so they can get their raise (what little there may be) and the manager is only ticking off the boxes so the HR department will stop harassing them to get the evaluations done.
Where is the proof that this process makes a difference to anyone or anything? Stop the madness!!!
So what will make a difference? How about spending two minutes a week with each individual employee, having a conversation about what they are doing, how they are doing it and what ideas they have for improving the process or interface with the customer. Add all those two minutes per week up and you will have spent more than an hour and a half interacting with each and every employee, providing them real time feedback, getting their input in real time about how to make the business more successful, addressing issues that are important to them and solving problems before they get out of control.
The attention paid to individual employees will result in a more highly engaged and competent workforce. You, the manager, will have a finger on the pulse of your workforce and will have a better connection to your employees, allowing you to give immediate feedback and recognition. If HR insists you have to have a performance document, make it about the weekly conversations, the coaching for success or coaching for improvement you have had and the goals you set with each person. Make it about the person and not about a checklist. Make it relevant to the individual who is working for you, interacting with your customer. Connect these conversations to the business results you are trying to achieve.
What are your experiences with performance management? Let me know your thoughts.
