Performance management. Performance appraisals. Year-end reviews and evaluations. Goals. Balanced scorecards.

Do any of these terms make you cringe? Many people dislike the process of performance management for several reasons. Some employees don’t take the process seriously because they don’t feel like they get useful feedback. Others sit through evaluations only to learn their bottom line—what is my salary increase for the next year? Managers may dislike the process because they hate confrontation and giving negative feedback—no one wants to be the bearer of bad news. However, almost all people can agree that performance management and evaluations are a necessary evil. Employees and managers need this process to help figure out what they’re doing right and what they need to improve on.

In order for the performance management process to be as effective as possible, most organizations need to redo their current system to include processes that drive employee and manager performance. APQC revamped their entire performance management system to do exactly that. To find out more about the steps they took, visit The Evolution of Employee Performance Management: Brief Synopsis. The article is free to non-members and gives you a good idea of what the typical performance management problems are and how to mitigate them.

Tell us your experiences. What do you think about the current state of performance management? Love it or hate it? Comment below or tweet me.

For ways to improve performance management, visit:

11 Success Factors for Transforming Employee Performance Management

The Evolution of Employee Performance Management: A Case Study on APQC

The Evolution of Employee Performance Management: APQC Case Study Overview