We implemented a new performance management process a year ago. Individuals meet with their managers to set expectations at the beginning of the year; managers & employees discuss and record progress during the year; employees complete self-reviews toward the end of the year; and managers review how employees did on their set expectations at the end of the year.

Does anyone have advice on how to get timely completion of milestones for this process, specifically goal-setting at the beginning of the year and reviews at the end of the year? I know that this is a common struggle for many of us and I don't want it to be an HR-policing situation. Is there an approach you take in your company to ensure effective use of the process and tools available?

What about the old WIFM? What's In It for Me? Why should they do all this? Do you have any existing reward system you can align with? If not, maybe it's a requirement to be "up to date" before being considered for promotions/transfers/new assignments?

It's also helpful to make it easy for them to do all this ... can you create templates they can use (fill-in-the-blanks) to create plans? Can you somehow partner with managers to insure they have dedicated TIME to do all this ... or is it just another task they have to squeeze into their day?

Kristin,

Are you referring to monitoring progress against results (goals and objectives)....or

monitoring progress along a developmental (behavior-skills, etc) pathway?

In short...are you talking about a performance appraisal system or a performance development system?

Thanks

Hi Kristin:

I suggest placing your desired milestones within the set of expectations developed at the beginning of the year; this includes the expectations that are set for management.

Examples:

• Employee will submit a self-review by October 1 of 200-whatever.
  
• Manager will review employee self-review and provide documented feedback to employee by November 1, 200-whatever.

The consequences of failing to meet these milestones should be clear and included as part of the overall performance rating.

Good Luck,

Cj