In most organisations the performance management and review process is still agony. Employees are not particularly looking forward to the annual discussion, and neither do bosses. There are a couple of reasons. One of them is that the performance management processes as currently practiced were designed in the post second world war period when management was invented. Even then it did not work well, but if you view your organisation as a group of people that need to be told what to do, you need such a process. many organisations have started to renew the performance management process. Many split goal setting, and organising feedback for personal and team development. More frequent feedback is becoming the standard.
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