A major change to a performance management process needs to be supported by a well-thought-out communication plan.  This is especially the case when performance management technology is being implemented.

Included here are a few points to consider when preparing a communication plan to support a change to the performance management process.

Identify the context:

- are employees happy or unhappy with the current performance management process?

-are employees asking for a change?

-are there any contentious issues that will impact how stakeholders feel about the proposed change?

-will employees be given the chance to provide input to the proposed plan?

-what spurred the change to the current process?

-will employees view the proposed changes as a threat or as an improvement?

Consider timing: 

-at what point in the performance management cycle is the proposed change to be introduced?

-in relation to all business factors, when is the best time to introduce a new process?

-is the proposed change to occur in tandem with another significant event?

-not all information needs to be given at the same time: when should specific information be released?

Tailor communication to the intended audience:

-different audiences will require specific pieces of information i.e.: managers need to be prepared to explain the new process; employees need to understand how the proposed changes will impact them

Clarify objectives:

For example:

-will all employees use the new system for the next review, or will a pilot be completed first?

-is the goal to achieve on-time completion and then work on appraisal quality, or to improve both at once?

Clarify positioning:

-how will the reasons behind the change be communicated?

Establish strategy:

For example:

-is the change to the performance management process a part of a larger performance improvement initiative?

-is the change part of a merger?

-what other action steps support the plan?

Identify research that supports the strategy:

For example:

-do the results of an employee survey support the need for a change?

-is there any relevant research that shows the steps you are proposing have improved performance within other organizations?

Identify your key messages:

-what are the key points that should be included in all communication?

Additional steps including developing a schedule for communication releases and planning how progress will be measured.