Performance Management strategy


Neelam Mohammad Afzal

Sindh Rural Support Organization

Program Officer (HR)

Performance Management

Traditionally, performance management focused on annual appraisals as the measure of your employee’s progress. Managers in each department completed performance appraisals when notified by human resources that an employee had reached his annual hire date. Computer software has changed the ways management measures employee performance.

Here are a few trends beyond:


  1. Putting employees in the driver seat

Performance management is no longer the responsibility of a manager. Nor is it about forcing employees through a passive process that they can’t control. It’s now about putting employees in control. Just like a professional athlete that owns their career and works with the best coaches to excel, employees will now own their success.


  1. Elimination of ratings and rankings

No one wants to be ranked. The negative impacts of rating and ranking outweighs any potential gains. Ranking employees is often subjective and leads to unhealthy comparisons to others. People want to know how they perform relative to their potential and unique talents, not against their colleagues.

“Unless you’ve already including coaching, feedback, motivation, engagement, and improvement in your performance management process, you’ve failed.”


  1. Performance improvement mindset

To change how we work, we first must change our philosophies. For a long time performance management meant an annual event, a process, or tool. Now it’s about creating workplace cultures that promote transparency and open feedback. It’s also about a constant strive to improve individual and team performance. It’s really just common sense.


  1. Building alliances

Remember when managers hung out amongst themselves? The workplace has changed and relationships are based now on trust. The future of the workplace will revolve around creating win-win alliances between employees and the company. This helps the employee advance their career, and ultimately helps the company improve performance. Again, more common sense.


  1. Big Data and analytics

HR may be late to the game when it comes to big data, but they’re quickly making up ground.  In the next few years we’re going to see big data and analytics help us identify high performing teams and individuals, and disengaged employees. It will also provide predictive insights on how to increase performance, engagement, and reduce turnover.

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