Leadership has to make performance management a priority

Evelyn Carrion is Global Sr. HR Manager, Puppet – www.puppet.com, whose revolutionary platform is the industry standard for automating the delivery and operation of the software that powers everything around us.

Whose responsibility is Performance Management?

I think that if you have quarterly check ins with employees and make the process a simple step with conversations about short term goals and development employees actually look forward to it as well as manager.  The process is not long for either the manager or the employee.

Should Development discussions be de-linked from Performance Reviews?

Implement Quarterly Check ins in which short term goals and development conversations can happen. No conversations about promotion or increments happens in this conversations.

Which is the Performance Management model that’s most effective?

One may have to create their own to fit the culture of the organization.

Is the Bell Curve any longer relevant?

Good question, I don’t know but I am sure not a fan of the Bell Curve.  And do we have to have performance buckets?  I don’t think  performance buckets are effective in getting employee.to perform better.

What works best in Employee Performance Management?

Focusing on the development of the employee vs ranking employee may yield better results from them.  Ranking and comparing are not great methods in the long run.  Focusing on development may be the key here, but how we do it in a way that is measurable is the key.