EMPLOYER MYTH #4: To everything there is a season.

FACT: Compliance with performance programs within set time-frames is only a part of ongoing performance management. Performance management isn't a seasonal activity—it should happen all year long.

Did You Know?
According to the survey:

• 82% of managers believe they are aware of most of the tasks their employees perform
• However, only 50% of the employees believe so

Many organizations are so focused on compliance with performance programs that quality, ongoing performance feedback, and skill development are often overlooked. This is not to say that compliance is not important. You can't reap the benefits of a performance program that people don't participate in or take seriously. But by the same token, a performance review that is rushed and completed without a lot of thought is equally unhelpful.

Particularly in large organizations where driving compliance with performance program guidelines and time tables can be a challenge for HR, compliance in completing reviews on time often overshadows any communication about review quality. This perspective shortchanges everyone involved. Companies of all sizes are beginning to automate performance programs using software that makes it easy for HR to monitor and enforce compliance. As compliance improves and the process becomes easier for managers to complete, companies should make the quality of performance reviews a top priority.

BEST PRACTICE #4: Move from "compliance" to a focus on "quality."

It's not just about getting it done; it's about doing it right. What if employees treated their job-related tasks the same way and focused primarily on speed; not quality? When the focus of the performance management process is on ensuring compliance, managers are not held responsible for having quality interactions with employees about their performance and how they can improve. Turing the focus to quality lets managers know that the goal of the performance review process is not to complete it, but to improve employee performance.

This approach benefits the employer and helps to change the mindset that reviews are "not effective." If employees see the time and care that goes into the review and know their manager takes the process seriously, they in turn will take the process more seriously as well, and will benefit from ongoing development and mentoring.