The dreaded statement: It's time for your annual performance feedback session. Why does Performance Feedback have a bad connotation in our workplace?

Most companies do not give continuous feedback to employees. Think about it, when you do something good, you like to have that "atta boy/girl." On the other side, when performance is lacking, managers have difficulty giving the required feedback to help employees improve their performance.
Intellectual Capital Consulting (ICC) can make this process more effective by implementing the following performance management steps:
  • Develop Behavior based appraisal system
  • Develop goals and objectives leading to scoreboards
  • Develop feedback mechanisms designed to be delivered at least quarterly
  • Develop management training so managers will be equipped to deliver positive and negative feedback
  • Tie compensation and merit increases into overall business goals and objectives
  • Communicate performance management process to employees developing expectations
  • Develop formal career development plans for all employees
According to a 2000 Performance Management Survey conducted by the Society for Human Resource Managers (SHRM), only 45% of the responding companies had written performance plans for non-exempt employees but neatly 64% had plans for exempt employees. ICC believes that it is important for all employees to know how they are performing against goals and objectives. It is just part of human nature.

ICC can design a Performance Management System customized to your business giving you a tool to motivate, evaluate, and develop your key assets: your people.

See our Performance Management case study >