When Measuring Performance Management Begins to Hurt More than Help

You’re at a point in your leadership when you’re ready to ask, “is our performance management system actually performing?” Your organization is unique and the way you build your processes and assess new systems should be just as unique. What’s important to your company’s performance might mean squat to another team. With upwards of 60 performance management systems on the market, it’s overwhelming to visualize which systems collaborate the most with your company-specific performance goals.

Performance management is an essential part of employee development and company success. It takes careful planning, tracking and analyzing to help employees achieve their goals. An employee gets hired because a hiring manager believes they are the best person for the job; the expectation is not that an employee will fail. Unfortunately, performance doesn’t always go as planned.

Whether you’re new to leading a team at your organization or have been in a management position for a while, trying to lead a group of people to greatness can be a daunting task. Where do you start? What’s the best approach for meeting company and individual goals? From generating a plan and goals to helping the team get to the finish line, you can learn to master performance management with these steps.