In many organizations’ performance management has watered down to a once or twice a year tick-the-box exercise. Compliance (the on-time completion of performance contracting and reviews) is measured and reported on as the only indicator for the success of performance management in the business. 95% Of people receive an “on-target” rating regardless of their actual performance with no alignment to business performance. There are no differentiation between the “real” poor, good and excellent performers. This devalues and discredits the entire process as the outcome is unlikely, neither reliable nor trusted by anyone. Despite all of this a great number of hours are spent by managers and staff completing performance contracts and reviews, having discussions (if you are lucky), as well as the HR team preparing, driving completion and analysing results. There is clearly a major disconnect in what the business wants to achieve with performance management and the real impact this has on the business. It doesn’t have to be this way. If this sounds familiar, you have probably come to a place where you ask yourself the question: Why are we doing performance reviews again? I believe that this is the right question to ask! If you understand the purpose of performance management in your organisation it will bring you to a place where you can reinvent the process and implement short term solutions for challenges you face with your current process. If you want to reinvent performance management for your organisation do not hesitate to contact us. We can help you implement an effective performance management process that increases the productivity and efficiency of employees and impacts on business results.