5 Biggest Performance Management Mistakes That You Should Never Make

PerformanceManagement

Performance reviews play an important role in an employee’s work life. They decide if an employee had worked well enough to get a promotion, a raise etc. Most people are conscientious about how they handle performance reviews. After all, nobody wants to be the bad guy, even if an employee’s performance isn’t up to par. However, there are certain performance management mistakes, whether they are made knowingly or un-knowingly, that HR administrators, managers and CEO’s should avoid making as much as possible.

Not Setting Clear Expectations

One of the biggest mistakes that can affect the entire organization is not having clear expectations from your employees. It is important to set clear goals and have your employees understand those goals. When goals are clear, both to the manager and employee, it becomes easier to meet goals. Not having clear goals or expectation can literally lead to everything being a muddled mess.

Your Process Doesn’t Help Employee Development

Your performance management process should help your employees understand their strengths and weaknesses. It should help them improve themselves and know how to achieve their organizational goals. Your process should make your employees feel fulfilled. Most performance management processes tend to focus on the financial aspect of performance reviews, when in reality, it should be opposite.

Holding On To Low Performing Employees

Another big mistake employers make is not letting their low-performing employees go. Low-performing employees become mill-stones over a period time and create a lot of resentment among other employees. It’s alright  to give employees first and second chances, but beyond that, you need to decide if those chances are worth it.

Hoping For The Best – Waiting for performance appraisal to give feedback

Managers often make this mistake; they wait for performance appraisals (which is the end of the year in most cases) to give feedback about their employees’ performance.  In order for feedback to work, it needs to be fresh and current. Stale feedback helps no one. Think of it in terms of food. Which do you think gives you better nutrition, freshly made bread or stale bread which is over a year old?

Limited Performance Incentives

One of the most important things about performance reviews is giving incentives. When employees work hard and accomplish their tasks as expected, there’s nothing wrong in rewarding them with some incentives. Incentives are not just monetary. They might be perks and privileges, basically anything a manager thinks their employees might appreciate.


Engagedly is a performance management software with elements of employee engagement. To know how Engagedly can help your organization, request a demo today!

Comments open

Leave a reply

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>