For many companies around the world performance management is just going through the motions to record a “verdict” in the system on employee performance on an annual basis.
Often in these organizations bonuses and enhancements are linked to favouritism and/or nepotism and not to effort, commitment, engagement and actual performance.
Here your performance review meeting is a one-minute (if that) meeting so managers can tick a box noting that they met with you and reviewed your performance in great detail.
If you work in such an organization, you can appreciate the injustice and frustration of this management tool.
Performance management must be directly linked (staked) to your formally agreed career trajectory (complete with an actual and clear individual development plan) and anything short is morally wrong.
These systems are built for the few not the many.
Ironically, by using these systems in such a way, you are driving talent away and stopping your remaining talent from performing at their peak and beyond.
Organization culture is not what a company does but what it doesn’t do!
💥 C’mon, Wake Up!