According to studies, the UK still lags behind the US in the effectiveness of performance management processes. This is something we must address. But how?
Evaluating performance management processes in use is the most obvious starting point. ETS research featuring 400,000 UK workers shows that a third of employees are dissatisfied with the performance management process. Line managers are similarly frustrated too.
Adopting an automated performance management system can really help simplify the process. It can give clarity on appraisals – showing how individual goals support wider corporate objectives. The appraisal process can be enhanced by cascading goals, identifying career plans and showing the relationship between pay and performance. And all parties stand to benefit.
Even if an automated performance management process isn’t right for your organisation. Just reviewing existing performance appraisal processes can be a useful exercise.
ETS benchmark data shows that dissatisfaction with appraisals among UK workers is decreasing. This suggests UK companies are taking action to improve performance management processes. Businesses must continue to do so to ensure they retain top performers and drive performance growth.
