HR and Leadership Consultancy . . . . . . . . . . . . . . . . . . . . . 01633 483985

“If you don’t know where you are going, any road will do” – and the corollary: if everyone chooses their own priorities, it will be a matter of luck if any of those are congruent with the corporate goals.

But too many performance management systems have failed because they have been top-down, HR-driven, or have lacked any sense of ownership at all and become no more than a paper exercise unrelated to people’s real work.

This is a leadership task, to achieve buy-in to develop and to operate systems which actually help individuals to understand their priorities and to align these correctly. This requires three components: first - an absolute commitment from the top that this system will work. Second - a system designed to meet the needs of the organisation and the people using it.

And finally - effective line management leadership to make it happen. The HR role in all of this should either be nothing at all, or a basic book-keeping task to monitor training needs identified in the process.