6 ways to get your performance management at cruising speed

How can you make your performance management efforts pay off more? In the white paper ‘Trends in Performance Management’, Professor Koen Dewettinck identifies six factors, illustrating each of them with one or more practical examples.

Performance management: what’s in a name?

Quite a lot of organisations struggle with performance management. A study from 2014 showed that 40% of employees have a negative view of the performance management efforts within their organisation. ‘No surprise then that one valid question I often hear in HR circles is: “Does performance management actually achieve what it has to?”, says Professor Koen Dewettinck, head of the Vlerick Centre for Excellence in Strategic Talent Management. ‘So research into the effectiveness of performance management seemed fitting.’

Inspiring examples

The ‘Trends in Performance Management’ research, in collaboration with our Chair Partner Hudson, identifies six factors which really do make performance management work. To make every factor tangible, it is illustrated with one (or more) successful initiatives that companies have implemented.

6 ways to get your performance management at cruising speed

1. Continuous feedback

Don’t save your feedback for an annual appraisal, but regularly give your employees informal feedback.
Inspiration: Everyday Performance Management at Cargill

2. Focus on personal development

Don’t just use an appraisal interview to look back at past results, but also – and even more so – to look forward: what does your employee want to achieve? And how can he/she meet this goal?
Inspiration: Me Inc. of TriFinance

3. The role of the people manager

First and foremost, be a coach to your employees and show your involvement.
Inspiration: the Manager Effectiveness programme of Facebook; Project Oxygen of Google

4. A climate of appreciation

Concentrate on strengths, not on weaknesses and shortcomings.
Inspiration: Feedforward interviews (FFI) of Sodastream

5. Collective ambition

Setting targets for a team works better than just setting targets for the individual.
Inspiration: Objectives and Key Results (OKR) of Google; Team Compass of the self-managing Buurtzorg teams

6. Appreciation for added value

Express your appreciation for all the added value your employee provides and don’t just do this financially: a thank-you note, a small token of appreciation, a mention in a company publication, a training course … are highly motivating.
Inspiration: ‘Order of the Elephant’ award Valtech gives to an employee with a positive attitude

Download the white paper 'Trends in performance management'.

Read the joint interview with Professor Koen Dewettinck and Hannelore Blondia

& Rankings

Equis Association of MBAs AACSB Financial Times