Archive for the ‘performance’ tag
Goal Setting Performance Management
Goal Setting Performance Management
Performance Management – Common Pitfalls to Avoid
Here are just a few of the most common pitfalls to avoid.
1) Nobody is accountable for implementing the process. When implementing a performance management process, appoint a project manager to implement it. Make this part of their performance requirements for the year.
2) The Board think that performance management is ‘for everyone else’. For performance management to be successful it must be lead from the top and clearly linked to the business/organization’s strategies and goals.
3) Implementing a highly complex/comprehensive system. Start with the basics first. Use a simple paperwork system to record targets/objectives and an annual (or biannual) review of achievement. As managers and staff recognize the value of the process, more ‘features’ can be added (e.g. 360° appraisal).
4) Have a system that ranks staff. Ranking your staff can kill a performance management system if the only way that an individual can improve their ranking is to undermine the performance of others.
5) Setting vague or inappropriate targets. It is vital to set clear and realistic performance targets.
6) Having conflicting targets and measures. It is important to have congruent targets and measures across the organisation. For example, a target to reduce purchasing spend may seem an appropriate target for the purchasing manager. However, buying ‘cheap’ parts may conflict with an operation manager’s target to improve the reliability and output from his production equipment.
7) Reviewing performance inadequately, for example by focusing on one specific incident rather than reviewing the entire period which the review covers. Also avoid the “halo” and “horns” effects. Just because an employee performs badly in one area does not make his/her overall performance bad. The same goes for good performance. The key to successful reviews is factual data about an individual’s performance.
Not providing adequate development support for staff. One key aspect of the performance management process is the development of staff to provide them with the capabilities to achieve their targets. Do not ignore this aspect of performance management.
As stated above, the purpose of a performance management process is to optimize the success of each employee and ultimately the organisation. By taking steps to avoid the aforementioned performance management pitfalls, managers have every opportunity to realize this goal.
About the Author
The promised Financial Bonus.. taken away… How can I deal with this?
Our company has in incentive bonus plan for it’s managers. We are given a set of goals for each quarter. Our bonus should coordinate with the percentage of goals we meet. If we hit 100 then we ge the whole lot. It was like this when I came here, that is the way it has been.
Like many companies, ours is not overlooked by the economy. However, being in healthcare, we get a steady flow of patients and revenue, however, overall management of the entire office has been substandard.
I finished my first quarter hitting 90% of of my stated goals. Our bonus checks were suppose to here last month, they never showed up.. promised being late which is sort of the norm.. ( The quarter ended March 31st.) Now.. today, it was shared that the president of our corporation decided we were not going to be receiving our bonus due to the failed upper management of finances… despite my excellent performance, I get zero zilch.
Does this sound legal?
Unless you have that agreement in writing in a contract, you have no argument. Sorry.
