Raising the Engagement Level In Performance Management Processes

Why is Engagement Level in Performance Management Important?

Consider for a moment the time and effort you organization invests in performance management; the employee’s time, the manager’s time, your time. All that time and effort costs real dollars in your organization’s operating budget. Now let’s consider what portion of your operating budget is allocated to compensation & benefits. Clearly organizations have a lot of real dollars invested in their people therefore you may want to ponder this next question for a moment

Can you operate your business/deliver your service without your employees?

The answer to this simple question is to invest your resources wisely. Our employees/associates/people are how we do what we are in business to do and it is well worth our while to assess and evaluate their performance, however it is only a wise investment if they are engaged in the process, and many are not, and many managers are not, and many HR professionals are not……

A critical component of performance management is determining what the key performance drivers are in your organization. They may include drivers such as service – to customers or clients, organizational values, career advancement, and for all parties involved retention. As employers we want to keep people we have recruited, trained and developed.

Engagement in a performance management process occurs when participants have a common understanding and acceptance of the performance expectations, performance indicators to be assessed, and performance evaluation methodology, tools and overall process.

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