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Performance management is an ongoing process in which managers and employees regularly communicate to assess and review job responsibilities, expectations, performance, and development strategies. The goal is to empower employees to perform at their best, align their efforts with the organization’s strategic objectives, and create a positive and fulfilling work environment for everyone. Having said that i have read numerous articles with statistics such 1 in 4 employees say their goals are set annually and never looked at again. 16% say they do not set any goals. A third of employees report that they don’t have one-to-ones with managers or receive feedback to help them work towards goals more than twice a year. 1 in 10 employees claim they rarely or never receive this type of feedback. We as leaders need to be mindful of the pitfalls. Putting down some potential challenges that would sound very similar to you and you may have experienced in your position as a leader/ Manager.

1. Communication

Unclear communication: Employees may not understand what is expected of them 

Inconsistent feedback: Employees may have received sporadic, unclear or no feedback at all during the past year

1. Employee engagement

Lack of employee motivation: Employees may be demoralized if they don't receive recognition for their positive actions 

Resistance to change: Employees and managers may be resistant to new processes or tools 

1. Goal setting 

Lack of defined milestones: Without clear milestones, it can be difficult to measure performance

1. System design 

Wrong design: The performance management system may not fit the needs of the organization

Lack of integration: The system may not be integrated with other systems ( I did face this many moons ago and it’s a struggle to consolidate data)

1. Leadership 

Lack of leadership quality: Leaders may not be committed to the performance management system

Its never too late. Some quick fixes to some of these that have worked for me. These could be useful when you set and align goals and strategies for 2025.

• Ensure clarity by setting specific goals and maintaining regular one-on-one meetings for continuous dialogue.

• Implement consistent feedback mechanisms like monthly check-ins to enhance engagement.

• Boost motivation by recognizing achievements and these could be through various touch points Townhalls/ monthly team meetings/ simple Thank you cards/ emails.

• Facilitate change by involving employees in the process and offering necessary training where needed.

• Use the SMART framework to establish clear milestones, making performance tracking easier.

• Tailor the performance management system to organizational needs and integrate it with other systems for seamless data consolidation. Some large organizations may face challenges here but can be overcome in time.

• Enhance leadership commitment through training and alignment of the performance management process with organizational goals.