Performance Management is BrokenThere are 8 key reasons why performance management systems are broken.  They are an administrative not a management task,  they do not improve performance,  do not align individual effort to the organisation's priorities.  Further assessment is subjective and usually subject to bias,  more a measure of the supervisor staff relationship than of job performance.  Performance feedback rarely happens, and when it does it is often not timely nor constructive.   Performance at work does not follow a bell curve distribution despite the fashion for forcing managers to rate their staff using such a formula. For all these reasons performance management systems are dreaded and discredited.   Yet it is a relatively simple task to make the change to a next generation approach. What went wrong?It is almost universally agreed that the current approach to Performance Management is not working.   Almost 98% of Human Resources professionals grade their Performance Management systems as unsatisfactory. Most people would agree that the purpose of performance management is to make sure that all staff pull in the same direction. That day to day they know what is expected. That they receive guidance and assistance in problem solving.  That staff are rewarded and recognized for a job well done. Instead many systems do the opposite.   It is clear that poor Performance Management systems demotivate staff and frustrate managers. It sounds straightforward, yet Performance Management is the most difficult aspect of human capital management to get working successfully.  HR departments are under pressure to simplify practices seen as irrelevant to day to ...