So, performance appraisals make performance worse, and the process is so time consuming that the costs outweigh the benefits. These are some of the findings cited by performance management research.

I have seen great employees resign or plan to resign after the outcome of an appraisal. I have seen companies rewarding the opposite of what they say are their values.

When I was invited by Lagos Business School to facilitate 2 sessions on “Getting Performance Management Right”, I was honoured, as any opportunity to contribute to my profession is a no brainer, but more important was the subject matter.

I call Performance Management the core discipline of ‘Strategic HR’, because it focusses on delivering the mission of an organisation and facilitates the process of ensuring an organisation wins in its market.

Whether you are a business owner or a business leader, your organisation was set up for a reason, to deliver some form of value. Performance however defined is the purpose of your business existence and should be clearly articulated, monitored and evaluated.

I see many business struggle because of poor performance management systems and competence to manage those systems. I hear all sorts of ideas of who owns the process and where it begins and ends.

It’s a subject I love sharing knowledge and experience on because getting it right goes a very long way, and if you an HR professional who masters performance management, you definitely have an edge, kudos to you.

And if you struggle with it, it’s much easier than you think.

Happy to hear your struggles and support that process.

Your thoughts?