Many in the workplace are familiar with Performance Management Systems, more commonly referred to as performance appraisals. However, the Performance Management System (PMS), is much more than doing or having an appraisal done for you. Tonight I will focus on one reason why these systems fail within organisations, or at least are not as effective as they should be.

Lack of, or Poor Communication
Performance Management Systems are not generated by employees. The PMS is largely top-down. Executive Management is saddled with the responsibility of introducing them, embracing them and rolling them downwards. However, sometimes, the workings of the system is not properly communicated to all. Some organisations hire consultants who introduce the PMS, but that’s all. Middle managers and employees are not told exactly how the system is supposed to work.

Take Away
Line Managers, headed by HR, should ensure that all direct reports understand the PMS. Room should be given for feedback to clarify any difficulties and to clearly define how the system is to work so that it is effective. Yes, it may be time-consuming, it will reap positive fruit in the future.

Have a blessed week!