The bell curve is no longer relevant.

Janine Tracy is Director of People at HNI Risk Services – www.hni.com, a performance-driven risk advisor that delivers insurance, benefits, and advisory strategies.

Whose responsibility is Performance Management?

I think ownership of the process becomes real when there is a process in place that becomes just part of the business and it is on-going.  And it helps the manager and employee in a variety of situations – either promotional, tied to pay increases or difficult conversations to end the relationship and all the documentation is there.  We need to coach/train our managers to have this feedback become second nature and on-going.

Should Development discussions be de-linked from Performance Reviews?

Development should be an on-going conversation, during every one on one (monthly is fine).  Provide the merit increase at the beginning of the performance review conversation and then leave development to the end.  That way it doesn’t influence the open discussion if the merit increase is already done.  Also ask the employee to come to the discussion with a draft development plan.

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

It will depend on the company and what fits their culture.  If the company is very metrics driven and objective, the scorecards fit.  However if you have a more subjective sort of service that is being sold, it can be difficult to measure and use a scorecard.  It needs to flow whichever system is used.  Monthly coaching documented, mid-year review where the employee does a self review (making sure the manager and employee are on the same page), 9 box completed to align the employees to then be followed up by the final year long performance review.  The review matches the 9 box placement and so does the merit increase!

Is the Bell Curve any longer relevant?

The bell curve is no longer relevant.  One size doesn’t fit all companies/departments.  However, this tends to happen on its own with out HR forcing it to happen.  Each manager or department head is given a budget and they work within it.  Not necessarily managing to a curve.

What works best in Employee Performance Management?

Documentation!  Keep a “running tab” of the discussions one has with the employee.  Keep a simple form on-line to document them.  This will make the gathering of information much easier come performance review time.