There’s nothing like a good argument

Performance management may not be popular but it can work wonders – if done properly
By Les Dakens
|Canadian HR Reporter|Last Updated: 02/22/2010

People usually see performance management in one of three ways: It works and is a useful management tool, it is broken or it is a mistake.

Adherents to each of these views see little common ground among them, which makes it difficult to engage in a dialogue that might allow consensus to emerge. In turn, these competing views can leave HR, usually the holder of performance management systems, in a quandary. It’s almost guaranteed HR is going to come under fire from managers with such competing views, with lots of smoke and noise.

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