Performance management: the rising tide
なぜこのブログを読んだか
RSS で流れてきてちょうど期末ということもあり評価について読んでおこうと思って読んだ
何が書かれているか
パフォーマンス評価という活動は、個人が業務をこなせているかのチェックではなく組織が日々少しづつ成長できているかを確認する活動であるという話が書かれている
As a senior leader, you are responsible for the positioning of the performance bar and for ensuring that it is continually raised over time in such a way that you are able to attract and retain the best talent. The bar last year is lower than the bar of this year, because this year's bar is a function of the bar of last year plus the collective learning and improvement since that time.
メモ
各社のコンピテンシーが集められているサイト
この辺も自分はマネージャーをしていなくて知らない世界だったのでほほーんとなった
A good performance management system typically encompasses the following elements:
- A clear definition of what good performance looks like in each role, which is typically a set of competencies that are expected of everyone in the organization. It's likely that you're familiar with these concepts already. If you're looking for inspiration here, then check out progression.fyi to see examples from real companies.
- A regular performance review process, which is typically done once or twice a year. This is comprised of numerous subparts, but commonly includes a self-assessment, a manager assessment, and a peer feedback process that results in a rating.
- A calibration process, which is a way of ensuring that the performance management system is fair and consistent across the entire organization.
- A PIP process, which is a way of ensuring that people who are not performing well are given the opportunity to improve, or are exited from the company.
- A compensation process, which rolls up the performance management process outcome into opportunities for pay increases. This is typically done once or twice a year, and is often done in conjunction with the performance review process. The idea is that your best performers have the greatest opportunity for the largest compensation increases, and your worst performers have the least. This provides incentives for people to perform well and also provides a way of ensuring that your best performers are retained.
感想
マネジメントの世界はまだまだ知らないことが多いなーというのが感想なのと、やはりパフォーマンスが低い人に出て行ってもらうという選択肢がある (記事の中でも言及されている) というのは win-win ではあるよなあと思ったりしました