Achieving the pinnacle of human performance is something that is never achieved, it is not a destination, but rather a journey. What we learn along the way is more valuable and a lot more fun than where we arrive. Despite all the clichés of knowledge is power, empower your people, and all the other metaphors or slogans, I still see organizations withholding information from their people. This is not only frustrating to your people, but it is also holding them back from their true potential and stunting their growth (and your organizations as well). How can your teams grow, improve, develop, and achieve their true potential if you are keeping secrets from them?  In previous articles, we discussed how your performance management system is failing you. Now let’s take a look at some solutions for:

1. Focuses on past failures and not future success
2. It’s top secret until the last minute.

This article is part three of 6 reasons why your performance management system is failing you and you don’t even know it. You can read the other 2 articles here part one 6 Reasons Your Performance Management System if Failing You, and You Don’t Even Know it  and part 2 The Secret to Improving Performance Management is Not Rocket Science. I recommend you read them first before continuing.

Focuses on past failures and not future success

Many performance management systems focus on what went wrong versus what we can do better in the future. This simple switch in attitude, language, and perspective can change the entire dynamic of the PMS. Instead of a source of pain, frustration, and anxiety your PMS can be something employees look forward to and actively engage in. Keep the following in mind when attempting to correct past mistakes.

1. Look at the language and competencies that you are rating individuals on in your PMS. Is it focused more towards the past or towards future development? If it is the former look at retooling the PMS to focus more on future success and development opportunities.
2. Make sure that you have programs in place to ensure that anyone that ranks a “needs improvement” actually has the opportunity to engage in programs that will help them on said competency improvement. If you have no developmental programs in place then why are you surprised that the same individual next year still needs improvement? You shouldn’t be because I promise you they will still be in need!

 It’s top secret until the last minute

Many organizations, for reasons unknown and that defy all logic, will keep the parameters and constructs of the PMS top secret until the very last minute. How do you expect your people to improve on something throughout the year that they don’t even know they should be focused on? Don’t believe it is happening in your organization? Ask 5 individuals in your organization to name half the constructs or competencies they are rated on in the PMS. Come back here when you are done. I’ll wait. Did they know? Do you? Now that you are drinking my Kool-Aid, this is how to fix it.

1. You should discuss, at the minimum, what next year’s process and competencies will be for evaluation, at the end of this current year’s evaluation. I say at a minimum, but realistically you should be discussing the PMS every month. Set goals, discuss where they are in relation to those goals and what they need to do to get better moving forward; so that they can achieve a better rating in said competency (you know, improve). Performance improvement is all about the improvement, but discussing improvement strategies once (or never) won’t get you year over year improvement or personal development.
2. Don’t change the rules. Many organizations change the rules in the middle of the game or right at the end (probably why it’s top secret). This does a few things.
   1. First, it causes dissension, frustration, and kills buy-in for those that actually did work on something from last year’s review, but now that the competencies have changed none of that matters. They will feel that they put in a lot of hard work for nothing and most certainly won’t do so this upcoming year. Talk about a motivation killer.
   2. It makes people believe that they were intentionally misled. Why else would they have kept it secret or changed the rules at the last minute? If you have ever been misled then you know the feeling, and you were a lot less motivated to jump when the bell was rung the next time. Your employees are no different.

Keeping secrets from your employees when it comes to performance management and talent development can be devastating. The damage is not often felt immediately and it can be difficult to measure. The key is remembering why you started the PMS to begin with. From there keep in mind the tips from above and you will be well on your way to having an effective talent development program.

Have a story to share about what happened when you or your organization made some of the above mistakes? Comment below and join the conversation.