What will 2010 bring when it comes to performance management?

In many cases, economic circumstances in 2009 drove performance management decisions that were brutally honest, results-focused and competitive. Perhaps 2010 will see any remaining entitlement drop away as more employees become crystal clear on how their day-to-day efforts influence business performance. In turn, perhaps employees will expect  employers to be ruthless about changing internal processes and systems that pose a barrier to success.

One company that is making accountability and a razor-sharp focus on results a reality is profiled in CNNMoney. In this case, employees of  Fahrenheit 212 set and review 100-day plans openly and honestly. Not only does this approach increase the chance of business success, it also attracts employees who are innovative and like a challenge.

Many existing processes are not as open as the one at Fahrenheit 212, but some of the elements of the performance management system could be adopted.

For example, organizations may chose to :

-review goals more frequently
-set time aside and preserve time necessary to review progress
-work hard to accurately evaluate success
-involve as many team members in the process as possible
-create a culture that values honest feedback
-expect accountability
-create a team with a common goal

References:

Hira, Nadira A. “A management strategy that works for young employees” Fortune [www. money.cnn.com]. December 26, 2009.