Closing the feedback loop: Managing the performance of performance management

Performance Management. Just the mention of the words brings a heaviness to the heart, and a long sigh to many. The face to face method of reviewing an employee’s performance itself could be due for a review of its own. Widely regarded as cumbersome, awkward and stressful by employees, yet so beloved of company managers, that difference alone should highlight the fact that there is a bridge to be built here. Maybe a more integrated and collaborative approach is called for. And there must be questions to be asked. Is there any real value in an annual meeting between an employee and their manager to discuss their work over the previous year? What are the barriers to employees fully engaging in the process? Can the business positively gain from the process? How do we monitor more effectively? And, of course, there is the age old question of cost.

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