Nonprofits tend to have a particularly fraught relationship with the management of employee performance. Research has repeatedly shown that, while many employers wish to motivate their teams to improve their behaviors, competencies and outcomes, the typical textbook systems of ratings simply don't produce the desired results. Worse, they often backfire and lead to negative consequences!
Because "performance management" applies to both (1) employee development and (2) the measurement of, and rewards associated with the production of desired results, it is necessary to differentiate these components and address them separately.
Learn how your organization can:
- Increase its ability to achieve and exceed its financial, operating and mission-related goals at individual, functional unit and organization-wide levels through the establishment of goals and the measurement of goal achievement.
- Create an effective employee development process to support better employee skills and abilities without reliance on judgmental rating scales.
