Performance Management

Even though many companies worldwide have abolished the performance review process or changed it, managers in growing Indian companies still need to evaluate the work of their employees. Organizations still need a system in place for determining pay raises and promotions. Performance reviews still have an important legal role to play in documenting subpar work over a period of time before an employee is disciplined or terminated. And perhaps the most compelling reason for keeping performance reviews in your organization is: Employees want them!

Organizations want and need a way to evaluate employees for pay raises, promotions, guidance, improvement, discipline, and even termination. Without proper performance management you’re going to create a gaping hole in your organisation’s management process that demands to be filled. The need for recognition is a basic human desire. Failing to provide performance feedback to your employees is a major reason why employees quit or become disengaged. Employees need feedback to grow, improve, and perform at higher level. Managers need a way to communicate their expectations and goals. Performance appraisals help managers groom employees for succession planning and career advancement. Most importantly, they help every employee pull in the same direction to achieve organizational goals and objectives. Below are the three major areas where we can help your organisation improve performance management systems.

The critical part of any performance management program is to make sure that ongoing conversations between managers and employees are occurring in the workplace on a regular basis. These conversations need to focus on setting measurable goals, monitoring progress, and making mid-course corrections, if needed. We ensure that your performance management system reflects your organizational culture and goals. It goes without saying that Tesla’s process may look very different from Ford’s. But that doesn’t mean they both can’t be equally effective.