Ten Tips for Creating a Terrific Performance Management System – Tip #2
by Dick Grote Add a commentTip #2 — Establish the criteria for an ideal system.
Consider the needs of the four stakeholder groups of any appraisal system: Appraisers who must evaluate performance; Appraisees whose performance is being assessed; Human Resources professionals who must administer the system; and the Senior Management group that must lead the organization into the future.
Identifying all of their expectations right at the start helps assure their support once the system is finally designed. Ask each group: “What will it take for you to consider our new performance management system a smashing success?” Don’t settle for less.
About the Author
Dick Grote has been a management consultant for almost thirty years, specializing exclusively in the field of employee performance appraisal and management. As a consultant, he has created employee performance management systems for several hundred of the world’s best known and most respected companies, including Texas Instruments, JCPenney, Miller Brewing Company, American Airlines, Macy’s, Raytheon, Burlington Northern Santa Fe Railroad, and Herman Miller. His company, Grote Consulting, specializes in employee performance appraisal, employee performance improvement and talent management.
