I bring here another interesting clip picked from YouTube. The story portraits very well a usual scene in companies where, unfortunately, management level can´t frequently understand properly the elements and benefits from a PMS. Take good explanations from here to use in your organization:
I find particularly interesting:
- diagram of what a PMS is and what main blocks form it
- reason for PMS failure, specially
- when the company doesn´t become the PMS an everyday system
- when managers are permissive with poor performance (it is not a favour for underperformers!)
- Personal performance measurement are misaligned or incorrectly expressed
Thanks! Actually hadn´t seen previously those 3 blocks so clearly. I´m afraid we usually talk only about the performance appraisal one, where managers and team members have to agreed upon resolutions.
kind of simplistic but clarifying… thanks!