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HIGHLIGHTS FROM THE RESEARCH:

Most HR professionals still have a low opinion of the PM skills of managers in their organization

Only 27% of HR professionals agree or strongly agree that managers in their organizations are skilled at overall performance management, and only two fifths (41%) agree or strongly agree that managers are good at helping employees set goals. Further, about one third say managers are good at having conversations about workplace performance and behaviors.

These poor ratings could be tied to the fact that only 36% of respondents agree or strongly agree that managers in their organization have received sufficient training.

Many performance management technologies seem underpowered

The survey looked at the capabilities that should exist in a full-blown performance management technology solution. None of the twelve capabilities was found in more than 60% of respondent organizations. The most commonly cited capabilities are:

• facilitates employee performance review or appraisal process(56%)
• allows users to evaluate performance in relation to goals (50%)
• tracks performance review meetings (35%)
• permits automated reminders (33%)

These capabilities serve to automate processes and create more transparency through comprehensive data collection. They can also help reduce biases such as recency error (where managers often have trouble remembering older performances) by providing detailed performance related metrics. However, we think it’s disappointing that these percentages aren’t higher considering that the basic purpose of these technologies is to facilitate the performance management process.