Obstacles In Implementing PMS
Performance Management is the process that indicates what the organization or employee must accomplish and whether that is being achievable or not. Now when we talk about obstacles it is not only for employee performance, but it is also applicable to department and organization’s performance.
Though many organizations have implemented PMS in their organizations but to what extent they regularly monitor the performances, how frequently they evaluate or compare the performances with that of the previous one, what actions they take to improve performances, these are the basic questions one should consider during the performance management process.
In our previous blogs, we highlighted what a performance management system is, its importance, guidelines to design an effective performance management system, and so on, and how organizations are using this tool to improvise employee effectiveness, work culture, and productivity.
In this blog, we will talk more about the obstacles which arise during the implementation of a performance management system in an organization and what strategies can be used to tackle this situation.
Following are the obstacles –
- The purpose, goals, objectives are not clear to the individuals.
- KRA/KPIs defined are not aligned towards the goals. This might happen if these are copied from other organizations of the same kind.
- Managers/Leaders not able to communicate the expectations clearly and vice versa, as a result, the commitment towards achievement of goals gets disturbed.
- Not following the PMS on a continuous/regular basis because of which employee-manager communication channel gets disturbed.
- Not measuring the progress of the employees on regular basis – employees are simply doing work without knowing the exact expectations of the manager.
- Timelines are not defined to complete the jobs/tasks.
- Most of the companies follow traditional PMS, do not want to adapt to change as per current needs or situations.
- Performance outcomes are not easy to measure and hence there are no further improvement actions taken.
- Lack of process knowledge and leaders/managers are hesitant to take guidance from experts.
To overcome all these obstacles following are the strategies one can use –
- Getting started – First important thing is to communicate why we are implementing PMS in an organization, its pros, and cons, etc.
- Define Goals – Define goals, objectives clearly to each and every individual so they can start thinking and working in that direction.
- Prepare a list of individuals along with their job responsibilities and based on that prepare KPIs.
- Ensure employees have the necessary skills to perform the given responsibilities.
- The SMART technique should be implemented to make the process smooth and easy.
- PMS process should be continuous in nature.
- Should give feedback to employees on regular basis, tell them areas of improvement and give time to work on it or arrange training programs if necessary.
Last but not the least, if the performance management system is implemented properly taking all the necessary guidelines into consideration, no one can stop that employee or the organization to become successful. Systematic and planned Performance Management System plays a vital role in long term progress of the organization.
For more details can reach us at sales@prizma.tech and schedule a demo.
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