Continuous Performance Management Saves the Day

One of the most fundamental parts of a manager’s job is giving timely feedback. If you’re in HR, how many times have you seen this:

A manager shares that an employee’s performance is problematic. The employee needs to be on an exit or performance improvement plan. The first question you ask the manager is something like,

“So, when’s the last time you had a conversation about this issue with the employee?”

Awkward silence.

One of my favorite “feedback” stories is from a colleague. Let’s call her Tanya. On Tanya’s first day of work as head of HR for a medical device manufacturer, this happens:

Before she’s able to grab a cup of coffee, a senior level manager, let’s call him Jim, bursts into her office. Jim shares that a direct report isn’t performing and needs to go.

After a few questions, Tanya learns:

• Jim hasn’t had a conversation with the employee
• There’s no documentation
• No mention of the issue in the employee’s performance reviews