{"id":12313,"date":"2020-04-07T20:33:05","date_gmt":"2020-04-07T15:03:05","guid":{"rendered":"https:\/\/grosum.com\/blog\/?p=12313"},"modified":"2020-04-07T20:54:52","modified_gmt":"2020-04-07T15:24:52","slug":"performance-management-mistakes","status":"publish","type":"post","link":"https:\/\/grosum.com\/blog\/performance-management-mistakes\/","title":{"rendered":"7 Big Mistakes Companies Make With Performance Management"},"content":{"rendered":"

In your company, if everyone simply turns up for work, cruises through a shift, and clocks out, you’re not going to build a high-performing organization.\u00a0<\/span><\/p>\n

Performance management is the art of making good work happen. It\u2019s making sure the activities of departments, employees, and managers all point in the right direction – to your company\u2019s goals. Providing an environment to thrive in is part of that, as well as building processes and lines of communication that work.<\/span><\/p>\n

Performance management isn\u2019t a simple business, but it\u2019s critical and needs to be deeply embedded into your company culture. When overlooked, you\u2019ll end up with an unmotivated team, and a lack of clarity over what you\u2019re really aiming for. The result? Lost productivity and low morale<\/a>.\u00a0<\/span><\/p>\n

Having worked with a wide variety of businesses in different sectors, I\u2019ve seen some amazing initiatives that promote high-performing company culture<\/a>. On the other hand, it\u2019s so common to see managers fall behind and not take it seriously.\u00a0<\/span><\/p>\n

Here are the 7 biggest mistakes companies can make with their performance management efforts, along with some thoughts on what to do about them.\u00a0<\/span><\/p>\n

1 – Infrequent reviews<\/strong><\/h2>\n

In the <\/span>Performance Management Revolution report<\/span><\/a> by Harvard Business Review, it\u2019s claimed the major limitation in annual reviews is looking backward:\u00a0<\/span><\/p>\n

“<\/span>With their heavy emphasis on financial rewards and punishments and their end-of-year structure, they hold people accountable for past behavior at the expense of improving current performance and grooming talent for the future, both of which are critical for organizations\u2019 long-term survival<\/span><\/i>.\u201d\u00a0<\/span><\/p><\/blockquote>\n

Don\u2019t overlook this. Basic human psychology tells us that in order to be happy and healthy, we need things to look forward to, and things to be proud of. If you fear an annual review, there\u2019s a tendency to overwork or \u2018crunch\u2019 as it approaches, and the opposite, slack off in the period afterward.\u00a0<\/span><\/p>\n

At <\/span>Timetastic<\/span><\/a> we don\u2019t have a structured review system, we have a constant dialogue with the team. Instead of cramming all your constructive criticism into one big event at the end of the year – which is emotionally overwhelming for anyone, and too much to digest – make your performance management an ongoing process, small steps during the year, continuous improvement and refinement.<\/span><\/p>\n

As you become more agile and flexible, your annual appraisal system will look like an archaic mode of employee development. More frequent meetings between managers and employees should happen alongside project beginnings, endings, and waypoints. Check-in when challenges appear; it\u2019s the perfect opportunity to revisit performance alongside improving the way you do things in the future.<\/span><\/p>\n

2 – Not communicating enough<\/strong>\u00a0<\/span><\/h2>\n

Nothing saps motivation like lack of clarity around what they should be doing, and how they\u2019re doing it. Without clear, regular updates on performance, your team will be asking themselves:<\/span><\/p>\n