5 Common Problems with Performance Management
Performance management is sometimes hailed as being the magic bullet that will transform any organization, or it is regarded as the cure for all business ills. In reality there is no magic bullet and there is no cure all. Performance management is a tool, a strategy, something to help; it is not the answer to every business ailment and it can be tricky to implement. In fact there are five common problems when it comes to performance management:
Staff can be resentful of the fact that their performance is being measured and targets for performance are being set, instead of staff just ‘getting on’ with things. Initially there can be a definite suspicion that the targets will be unreasonable, that management will use these targets and goals to get rid of staff whom they do not like. There may also be suspicion that the targets will be changed without notice. These are actually unfounded fears and staff should not worry that they will come to reality, but at least initially, there can be a reasonable amount of suspicion.

Staff may try to sabotage the implementation of a performance management strategy. They will be fearful (either worrying about exposure or closer management) and as a result they will seek to add fuel to the fires of suspicion that surround the implementation of a performance management strategy and they will resist its implementation; usually through means such as “my process is very difficult to measure”, “my results are not the same as yours” etc.

The next common problem that performance management strategy encounters on a regular basis is that management fail to ensure that the infrastructure is in place to ensure that performance management is seen as being a continuous event. Often management will embrace performance management. They will see an improvement in performance. Then they pat