MODERN MANAGEMENT
Why We Need Real-Time
Performance Management
By Muffy Churches
A
re your performance
appraisals a rushed
nightmare at end of quarter?
Do the automated email reminders
send shivers through the ranks?
Is the rising tension palpable,
with managers and staff alike on
tender-hooks? And…to add insult to
injury, do you sense that the whole
process is actually ineffective and
counter-productive?
If your answer is a resounding “yes”
38 ModernBusiness
October 2016
you’re not alone, and are one of a
growing crowd who understand that
the old formal stand-alone review
system is not ideal. Over the years,
our traditional methods, with scales,
forced rankings, and checklists,
have been proving themselves to be
unproductive and an organization
that continues to view performance
management as a cyclical event
focused solely on appraisal does
so at it’s own peril. The degree
to which a company is able to
grow, develop, and recalibrate
performance levels on a real-time
basis will be directly reflected in its
business results and attrition rates.
Replacing the anxious last minute
review as the sole means of
evaluation is, the more engaging
and fulfilling ‘real-time conversation
culture’. This process requires
managers to be adept at coaching
and collaborating with direct
reports through the constant