Simple Test to Measure Performance Management Processes Effectiveness
Posted by Jamie Resker on Mon, Jan 23, 2012 @ 08:56 AM
A simple experiment to determine if your talent management processes are doing what they should:
Randomly select an appropriate sample size of your people- managers. Have the selected managers and all of their employees do the following Matching Questions Excercise:
The Manager: For each employee, write down the answers to the following questions: The "one-thing" he or she does really well and should continue with AND the "one-thing" he or she should be focusing on to be even more effective in the role.
The Employee: Records the one-thing he or she considers to be a top strength and should continue to be emphasized AND the "one-thing" that should be done to be even more effective in his or her role.
The Comparison
When comparing the answers between the manager and employee do they match? If so, then change nothing with your PM process; keep doing what you’re doing because it’s working. If the answers don't align then adjustments need to be made in the current performance management processes, tools and practices.
This is Alarming
What’s really scary is the research we’ve done shows that nearly 100% of managers when asked these matching questions will acknowledge that the answers they write and the answers the employee write would be mismatched. Those that do answer yes seem a bit unsure.
An Obvious Conclusion
At a minimum your people-managers and their team members should have a shared understanding of what is going well and should continue (one or two items will do) AND that “one-thing" that should be developed to increase overall performance effectiveness. Can your PM processes do that? It should.