That's because you focus too much on the end.
Most performance programs are hardly programs. Far from becoming a habit, they barely begin. Yet we keep seeing companies deploy tool after tool to measure at the end of the goal period. The question every team member is quietly asking is: "What are you going to measure, when you haven't even set the goals?"
Long before you unleash yet another measuring device on an already-suspicious workforce, spend time with your managers. Orient them to the program and run some drills on goal setting. If you can ensure goals are set for every team member, on time, you've won three-fourths of the game. The tools will measure.
And in the AI era this matters more, not less. When a lean, well-aligned team can outrun a much larger one, a year lost to goals that were never set is a year you simply don't get back.
A good performance program lets HR get moving quickly on pre-defined department KRAs and business KPIs. Managers then assign goals to team members with the right weightage and targets. Once set, people break their goals into milestones and track their own progress. At the end of the period, reviews trigger and the program runs through to its rating end.
Which leaves just one question: can you get started?
Talk to plugHR.
Originally published on the plugHR blog.