PERFORMANCE MANAGEMENT

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In today’s fast-changing business world, performance management is a key part of Human Resource Management (HRM). It’s not just about yearly appraisals anymore—it’s now a regular and ongoing process that helps employees grow while supporting company goals.


What is Performance Management?

Performance management means setting clear goals, giving regular feedback, reviewing progress, and recognizing achievements (Armstrong, 2020). It helps improve employee performance and creates a culture of growth and responsibility.




Moving from Yearly Reviews to Ongoing Conversations

In the past, performance reviews happened once a year, which often caused delays and low motivation. Now, companies focus on regular check-ins, coaching, and goal updates (CIPD, 2021). This change supports better communication and employee well-being.

How Companies Use It

Big companies like Adobe and Google have changed how they manage performance.

  • Adobe uses a “Check-In” system with regular feedback and goal setting (Adobe, 2022).

  • Google uses OKRs (Objectives and Key Results) to keep teams clear and motivated (Doerr, 2018).

Using Technology

Tools like Workday, SAP SuccessFactors, and 15Five help track performance easily. They offer dashboards, feedback features, and data to help HR make better decisions (Ulrich & Dulebohn, 2015). AI is also used to plan employee growth and reduce turnover.

 Benefits and Challenges


Good performance management increases employee engagement, supports career growth, and helps organizations work better (Aguinis, 2019). However, challenges include resistance to change, lack of manager training, and poor feedback. HR teams need to build trust and support managers.

Conclusion


Performance management is not just a task—it’s a continuous process for growth. As companies adapt to new ways of working, having a modern, flexible approach to performance is more important than ever.


References

  • Aguinis, H. (2019). Performance Management (4th ed.).

  • Armstrong, M. (2020). Armstrong’s Handbook of Performance Management.

  • CIPD (2021). Performance Management Factsheet.

  • Doerr, J. (2018). Measure What Matters.

  • Ulrich, D. & Dulebohn, J.H. (2015). Human Resource Management, 54(2).

  • Adobe (2022). Adobe’s Check-In System

Comments

  1. A. M. S. Saumya Adikari1 August 2025 at 13:15

    This blog gives a clear and timely look at how performance management is changing from strict yearly reviews to ongoing conversations that focus on growth. Using real-world examples like Adobe and Google makes your point much stronger. It's especially important to focus on technology and employee development in today's fast-paced workplace.

    ReplyDelete
    Replies
    1. MAYANTHA SENARATHNE2 August 2025 at 06:51

      Thank you so much for your thoughtful feedback! I’m glad the examples and focus on technology and employee development resonated with you. Continuous performance management really is key to adapting in today’s fast-changing work environment. Your support means a lot!

      Delete
  2. Ramesha Nisansala Kothalawala1 August 2025 at 16:01

    The blog offers a helpful summary of modern performance management but would be more unbiased if it addressed underlying issues. While frequent feedback might sound ideal, it's not always well practiced,most managers aren't well trained, and frequent meetings can become rushed or insincere. And over support on technological tools doesn't automatically guarantee quality conversations or fair judgments, especially when data is misread or influenced. How do organizations ensure that performance management remains human centered and not just another digital process?

    ReplyDelete
    Replies
    1. MAYANTHA SENARATHNE2 August 2025 at 06:52

      Thank you for your thoughtful and balanced perspective. You raise important points about the challenges in implementing frequent feedback effectively and the risks of over-relying on technology. Indeed, without proper manager training and a focus on genuine communication, performance management can become superficial or even counterproductive. Ensuring it remains human-centered requires ongoing leadership commitment, clear guidelines, and continuous coaching to build trust and fairness. Your question highlights a critical area that deserves more attention in the conversation around modern performance management

      Delete

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