Describing the requirements for good performance management—consistency, visibility, trust, communication, flexibility, support, strategic alignment—is not difficult. Ensuring that these elements are in place, however, is challenging. This is because the performance management process relies upon human interaction, something that is highly variable.

Yet, performance management is critical. Cohen and Verma of Hewitt Associates write, “An ineffective performance-management system is at the root of many chronic problems that can cripple an organization.” Just as with anything else of high importance, the performance management process deserves dedicated time and ongoing effort. Anything less than an organization-wide team effort to create an excellent process will produce a sub-standard result.

Thus, teamwork is the basis of success. To create and maintain a well-functioning team all members must make a dedicated effort to work together. Functional team interaction requires that time be set aside to discuss misunderstandings, clarify questions and build trust. Members contribute to the success of a team by taking risks, being honest and working hard to understand each other and critically review processes that are not working well.

To function well, team members need the following:

-leadership guidance about expectations and processes (i.e.: expected number of meetings, documentation guidelines)
-scheduled meeting time to regularly communicate important information
-a process to follow when disputes arise
-expected code of conduct
-a stated expectation that members will treat each other with respect
-documentation requirements and established processes
-larger team meetings to review goals and adjust off-target efforts
-a stated expectation that members will be personally involved in the process
-a stated expectation that members will show self-responsibility
-honest, goal directed feedback between all team members
-support (training, education) to prepare team members to deal with any challenges or new situations
-access to expert consultation or extra resources, when required

Performance management cannot work effectively without a well-functioning team.

What do you think?

References:

Cohen, Scott and Nidhi Verma. Rethinking Performance Management as a Business Tool
to Spark a High-Performance Culture. Hewitt Associates. Obtained 2009.