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Performance management systems, which are designed to help low-performing employees improve, often don’t work, according to a recent Watson Wyatt survey of U.S. workers.
Performance management systems are an extension of a company’s performance appraisal program. Employees answering the survey believe the system is valuable for assessing employee performance, but less than 2 in 10 employees agree that their company’s program helps poor performers to improve. Part of the problem may be a lack of understanding of performance guidelines, either by the company itself or by the employees. Just 35 percent of survey respondents agree that their program establishes clear performance goals.
Supervisors can’t help workers improve their performance unless they have a thorough understanding of the performance appraisal process.
Compensation.BLR.com teaches supervisors the ins and outs of performance appraisals—from setting realistic goals to handling poor performance issues.