Establish a framework for annual objective-setting
Identify and define competencies that drive business success
Provide training on effective performance reviews
Design performance appraisal forms
Link pay increases to job and skill growth
Develop manager's toolkit/resource guide for performance management
Executive 360 degree performance review and coaching
The appraisal process does little to shape and direct employee behavior.
Performance management is a once a year event and you need to weave it into the day-to-day actions and accountabilities of the managers.
The factors that you use to evaluate performance have no proven linkage with the factors that drive the business's success.
The appraisal process is so time consuming that managers ignore it and do nothing.
Employees have so many annual performance objectives that the MBO's look more like an onerous job description than part of a performance appraisal.
The items covered in the performance review process are too vague and you need to articulate the specific behaviors, skills and actions that the organization wants to encourage and reward.