What works in performance management?

Setting specific and challenging goals works well in the performance management of individuals undertaking relatively straightforward tasks, but not for jobs involving complex tasks involving the navigation of a series of interrelated steps. This is one of the main findings of the CIPD’s rapid evidence assessments into what works in goal setting and appraisal.

Although generally appraisals contribute positively to performance, this is by no means always the case, and an employee’s reaction to an appraisal is particularly important, for example, whether they feel the appraisal has been fair and useful.

‘Could do better? What works in performance management’, CIPD, December 2016: www.cipd.co.uk/knowledge/fundamentals/people/performance/what-works-in-performance-management-report