Building a Performance Management Culture

Many large companies are moving away from annual reviews to a culture of ongoing feedback. Adobe for example based its decision to move away from traditional performance appraisals on the fact that the annual process required 80,000 hours of time from its 2,000 managers, the equivalent of 40 full-time employees. Additionally, their internal surveys suggested that the workforce felt less motivated and inspired after each appraisal.  

Rather than annual reviews, Adobe implemented regular update meetings during which managers provide coaching, advice and training. The objective is to help employees gain clarity about what is expected from them, guide them through performance improvement and assist in their overall career progression.  

Providing your employees with constructive feedback to let them know what they can improve on aids towards their personal development, something that we know is important to them. Both negative and positive feedback confirms to the employee that what they are doing matters. It is important for them to know that their contribution is valued, not just by their direct manager but that it plays a part in the wider success of the business. No one wants to spend their time doing work that isn’t worthwhile or valuable so it’s important to feedback not only when they are doing well but also when there is room for improvement.  

Creating a regular feedback habit plays a pivotal role in ensuring that you and your employees are on the same page when it comes to tasks, work and projects. By providing regular feedback throughout a project for example, everyone within the team will know that it is on track, or whether someone else’s expertise could be utilized. Feedback shouldn’t just be a one way process. Managers should also accept feedback from their employees. If an employee requires training or has an issue, they should be able to go to their manager and seek feedback for them to action on their behalf.  

Learn More About the Certficate in Performance Management What Topics Are Covered in this Certification Course? Module 1: Key terminology, acronyms and a basic introduction to the area of performance management. Module 2: Ensuring that performance metrics align with the organization’s vision, mission, strategy and objectives. Module 3: Understanding the relationship between performance management and related key activities such as recruitment, compensation and training. Module 4: Introduction and evaluation of different performance management strategies, techniques, tools and software. Module 5: Performance management cycle and purpose of the annual performance review. Module 6: Creating performance and development plans (including the provision of templates). Module 7: Appraisals: preparing for and carrying out. Module 8: The role of the team leader in achieving high performance. Module 9: Key characteristics of a high performing team and the stages of group development. Identifying core behaviors that drive high performance. Module 10: Nurturing a performance culture.