In fact, most organizations have adapted a development-centric approach towards performance management, making employee progress less dependent on relative ranking and normalization techniques. In order to get the best benefits of performance management, it is important to implement it as an ideal and systematic process aimed at enhancing employee performance. However, this is easier said than done as the leading performance management consultants have identified various mistakes organizations make while implementing the system.
The five most important of these mistakes that organizations need to avoid making are discussed as follows.
1. Ignoring Employee Experience
2. Not Using The Right Technology
3. Low Employee-Manager Interactions
4. Being Biased During Performance Reviews
5. Not Taking Necessary Action
An increasing number of business organizations understand the importance of managing and measuring the performance of their employees. This leads to a biased review which might not be valid as
