‘We are unhappy with our performance management system, but find it hard to decide what change we need.’

We recommend that you start by clarifying the system’s goals: what you expect of it and what value it should bring to the company, the managers and the employees. Then you should determine the basic elements you would like your system to feature: results, behavioural competencies, development, mobility, etc. It is advisable that you consider alternatives for each of the elements to choose the most suitable one for your company’s specific corporate culture and stage of development.

It is important that you test those by implementing them with a small part of the teams and make the necessary corrections prior to introducing the system throughout the whole company. Training and informing all stakeholders is an integral part of the process. We also recommend that you introduce a more structured monitoring of how the system is being implemented over the first several cycles after its introduction. We can be of use in each stage of this process.