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Leveraging a Performance Management System

Voice-over: Create a winning team by leveraging a performance management system. TEKsystems surveyed more than 2,000 IT professionals and 1,500 IT leaders to understand the current state of performance management programs and to identify the biggest areas for improvement. Here’s what we found: 

Jason Hayman, TEKsystems Market Research Manager: Instituting an effective performance management program is a critical component to building high-performance IT teams. Organizations that successfully manage their teams’ performance ensure their program has set goals and objectives. 

So what are the most important goals of a performance management program? Well, according to the IT leaders and the IT professionals we surveyed, these are the top three:

  • Clarifying expectations 
  • Coaching and mentoring 
  • Aligning employee actions with strategic business objectives

What is most important to achieving these goals? Feedback: 93 percent of IT professionals say regular, high-quality informal feedback is important to achieving success in their role, with 49 percent saying it is extremely important. Failing to deliver feedback more regularly than four or more quarterly or annual reviews hinders professional growth. Informal feedback is more personal, and can be absorbed easier since it usually revolves around a specific incidence that either deserves recognition or calls for learning and growth. 

Based on the research, many organizations can do a better job at managing performance. Just one in two IT leaders and IT professionals agree their managers are great at performance management. Only about 50 percent agree their organization’s performance management system plays an effective role in driving employee performance. Further, only about 10 percent of IT leaders and IT professionals completely agree poor performance and great performance is effectively addressed.

Not handling poor performance can lead to:

  • Team conflict
  • Reduced morale
  • Lower quality outputs

Comparatively, not recognizing great work is a missed opportunity to:

  • Promote confidence
  • Build trust
  • Motivate employees to do their best

So, how can organizations improve their performance management programs? Well, first, ensure performance expectations are clearly defined. Second, provide frequent, quality, informal feedback that reinforces the formal reviews. Third, deliver feedback promptly. Fourth, be direct with feedback. Don’t leave room for misunderstanding. Lastly, enable two-way communication.

Effective performance management programs give employees the tools they need to grow and succeed, while the business, in turn, benefits from having a dedicated workforce that consistently delivers great work.

Voice-over: Thank you to all the IT leaders and IT professionals who participated in this valuable research. For more information about how to guide your employees to achieve success as a high-performing team, please contact us.