Getting the Best Out of Your People: Managing Performance - Part 1

Often when I discuss with business leaders their approach to performance management, their eyes glaze and they talk about the ‘chore’ of performance appraisals. Conversely, when I talk individually with people they will share, more often than not, negative experiences with performance management. Experiences range from little meaningful discussions to only getting feedback when something has gone wrong.

Performance management, which is all about setting goals, developing capability and driving organisational performance, should be a shared common purpose for all people leaders.  It is meant to serve as an intrinsic part of an organisation’s culture, yet all too often performance management is seen as an annoying compliance exercise.

Source: management is one of the key practices of people management. It is about helping people to understand how they contribute to the strategic goals of their organisation as well as ensuring that the right skills and effort are focused on the things that really matter and will positively impact organisational performance.

In the reality TV series, Tabatha Takes Over, the lead hairdresser Tabatha (a somewhat brutal, but effective leader) works to turn round failing hair salons. In each episode, the common experience or desire has been a call from the staff for clear leadership and direction on future vision, performance expectations and standards. On the journey to recovery, salon owners are coached to become leaders that their staff wants to follow. Some tough calls are made, but overwhelmingly the result is a cohesive, motivated team moving in the same direction to achieve great results. This is an example of the link between performance management and business success.

Source: performance framework

Done well, performance management has an important role to play in driving sustainable, productive performance in organisations. It is a framework by which managers effectively orient and coach the people they supervise to become aligned with organisational objectives and goals, and it is a clear driver of employee engagement. It is the primary means by which managers and leaders ensure that individuals:

  • know and understand what is expected of them
  • have the skills and ability to deliver on these expectations
  • are supported by the organisation to develop the capability to meet and surpass these expectations
  • are given feedback on their performance
  • have the opportunity to discuss and contribute to both individual and team goals and objectives.

Effective utilization of performance management enhances workforce engagement, organisational productivity, as well as the development of new skills and competencies. By aligning performance management frameworks and approaches with the goals and objectives of an organisation success instead of apathy can be assured.

So, what is the approach and attitudes towards performance management in your organisation?

Career Partners International provides top quality talent management services to organizations of all sizes. Their offices around the world help assessengagedevelop, and transition talent in any industry. To find out more about Career Partners International and how you can maximize your organizational performance, reach out to an office near you or contact us today!

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