Owen & Babbage

Why do performance management?

• Promote strategic alignment between the individual and the organization
• Facilitate decisions about employees when it comes to career management (see our link: career management), reward management, among others
• Provide expectations management between the employee and the company, as they know what is expected of them and what the follow-up is
• Gather and apply information about talents and training needs (see our training here)
• Is a way to assess the predictive effectiveness of Recruitment and Selection

How to make performance management effective?

• Clear relationship between the performance of the role and the impact of the results of that same role
• The system must be able to differentiate between good and bad performance
• The employee must receive a fair classification regardless of the evaluator
• Those involved in performance management have to trust the process otherwise there may be problems with perception of fairness
• All employees must understand the performance management system