From the course: The Future of Performance Management
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Why performance management often fails to perform
From the course: The Future of Performance Management
Why performance management often fails to perform
- In a world of exponential change, traditional performance management has a variety of limitations. First, one of the most common parts of traditional performance management systems, performance appraisals, can be flawed from the very beginning. Individual performance management systems that place the emphasis on being appraised, that is, being evaluated primarily by others, are fundamentally limited. Sure, individuals need to be encouraged to truly perform better. They need to be the drivers of what I call continuous performance inventory, rather than the objects of a performance appraisal. Second, performance management systems, whether for individuals or teams, can lead us to believe that we're tracking the right things, when in fact we're focused on processes that may not be contributing directly to performance. Analysts call this "false attribution error." Thinking that relationships that seem correlated are actually causative. Put another way, just because you rub your lucky…
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