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Mar
15

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Dirty Words in the Workplace - Performance Management!

From every perspective - employee, manager, business leader and HR practitioner - performance management systems have become an antagonistic tool.  At many organizations, it is referred to as the annual de-motivation cycle.  And it’s a fitting label. 

Here are five reasons why I think “performance management” fails to achieve its intended goal:

  1. Compensation has taken over. 
     
  2. Performance ratings are labels that de-motivate everyone
     
  3. Goal setting gone awry. 
     
  4. Risk, rather than Performance is managed 
     
  5. Form vs. Function.  

The bottom line is that organizations have lost their way with respect to performance management systems and forgotten their purpose.  Instead of inspiring performance, most systems de-motivate and disengage employees.

Where do we go from here?  Being aware of what’s gone wrong is the first important step!  Next time, I will share practical and easy-to-implement solutions that will call forth exceptional performance from your employees.  To read the full article by Susan Stitt, please click here.

By Susan Stitt, Director/Human Resources Business Partner, AstraZeneca Canada

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Brady Wilson

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