Performance management includes planning, setting objectives, organizing work, communicating information, motivating employees and managing consequences. Studies show that 85 to 95 percent of people are rated at or above average in formal performance appraisal processes.¹  As a consequence, many companies right-size the performance curve by requesting forced ranking from their line managers, which typically frustrates both line managers and employees. There are better ways to deal with the problem.

Our support can include:

• audit/review your current performance management system in terms of effectiveness and as a driver of company strategy and culture
• help design and implement a new performance management system
• train your managers in the process of goal setting, goal monitoring, providing actionable feedback, motivating direct reports, managing consequences
• train you in the Korn Ferry Performance Management Architect™

¹ Source: «100 Things You Need to Know: Best People Practices for Managers & HR». Robert W. Eichinger, Michael M. Lombardo, Dave Ulrich.