If you think that all is well with your current performance management approach, think again: more than half of managers (58%) dislike their own organization’s performance review system and would give it a grade of C or less 

Specifically, the problem is that instead of focusing on the improvement and development of employees and their performance, the old ways of performance management have emphasized ineffective motivators, such as salary-based incentives and other unproductive practices.

The solution is to develop a continuous performance management system that focuses primarily on improving and developing employees.

 Here’s how you can achieve that in few steps:

Be clear and transparent

Ensure that short and mid- term objectives are communicated in a clear and transparent way to staff and team members.

Listen

Capitalize on the expertise of other staff / team members in establishing more efficient processes and reporting systems that can be implemented to facilitate change. Ensure that management and team leaders understand the processes involved.

Action Plan

Work with other team members and staff to create a SMART action plan outlining each stage of development.

•  Consider the tools and resources required to implement changes and actions identified:

• What is the financial outlay, if any?
• How long will it take?
• What will the impact be on other aspects of the business?
• Are any contingency / interim plans or processes required?

Delegate and Implement

Once a SMART action plan is created:

• Ensure that staff members understand and take for responsibilities in accordance with the business vision, their role and the development process.
• Introduce Key performance indicators that measure performance against new goals, objectives and targets set.

Obtain Feedback

Obtain regular feedback from staff and team members to identify areas that may require further improvement or future development

Conclusion 

But is it working? To answer that question, you must first have a set of standards in place against which performance is measured. Remember, the goal is not to gauge all performers against a blanket set of criteria (i.e., the Bell Curve), but instead, you must clarify what is expected of each employee in his or her own specific role. Then, you can assess performance against those pre-established expectations. Consider having more frequent appraisals to formally discuss how employees are performing against your expectations, and if needed, develop strategic, individualized plans for improving performance.