Self Assessment, 360 degree, peer assessment, line manager assessment……………

What is really achieved by this disparate menu listed above ???????????????

Whatever name is given to the performance system, if it contains the following elements it is likely to instil a culture that is motivational and inspirational

o   Are the achievements aligned to the outcomes of the organisation

o   Is the capability of the individual aligned to the outcomes they need to achieve

o   Is the reward and recognition system equitable to reflect individual contribution

o   Is the overall capability of the organisation being developed to match future requirements

o   Timely , constructive, and relevant feedback happens day to day

Many performance systems are designed by hr and do not reflect the above elements.  They seem to exist in their own bubble with slight reference to business outcomes when reviewing achievement, training provided and reward. Not surprising such systems a re not valued by line managers and individuals as they lack relevance and credibility in their pressured world of ‘achieving business results’. Time that can be ill-afforded by managers and individuals is committed to holding required performance meetings and filling in forms – the end result is often a culture of grievance and disparity as the basis of the review of performance, training needs and reward is flawed.

Campaign for an effective performance system today…

Sheila Hampshire – 23 May 2008