One of my clients just left her company after being told that she dressed too flirtatious during her annual performance management review – she quickly found a better job at a nearby company. Another colleague is preparing to leave his company after his three mentors were promoted, resulting in a sponsorship vacuum and halt to his career track.
Why is performance management a corporate derailer? Even the most mature performance management processes have an annual review cycle where a limited perspective interaction from 9 months ago is used to determine an employee’s annual rating….as well as their bonus, promotion potential, and salary increase.
Can your organization deliver micro, on demand, frictionless, continuous, facebook-style employee feedback? No. There are tools available that enable this, but adoption of this revised process will require significant change management.
The goal is for an organization to have immediate coaching/mentoring/guidance in order to assist employee improvement, engagement and empowerment. A high performance organization requires this continuous improvement.
Does your Performance Management encourage employee performance….or act as a derailer?
