Catching up on some of my reading, obviously.
It’s a great question.
Everyone wants there to be performance management. Everyone realizes there is value there. Everyone is super concerned about losing talent. And perpetual turnover.
But no one seems to own performance management.
Systematic HR takes a cut at it, placing it in HR’s domain (I think; I may not be following):
The question of who owns [Talent Management] is quite interesting. In the world of Dubs where my rigidly unshifting paradigm that compensation creates order in the world of HR, I still think that compensation is a major contributor. In the world of talent where the critical driver is engagement, and the driver of engagement is the quality of the â€œworkâ€ compensation build the foundation, but recruiting, performance, learning all must collaborate to create a cohesive program that makes sense through the entire employee lifecycle.
Incentive Intelligence takes a different tact, placing it in the domain of the manager:
My answer is: the manager at the company where the performance occurs owns the performance management task.
Me? I have a different take. I think you own your own performance management.
I mean, you are a capable adult, right? You dress yourself. Feed yourself. Got that job, didn’t you? You manage to get yourself into work every day.
You own your own performance management. You have to, because it’s not as important to anyone else as it is to you. It is your responsibility. Just like it’s your responsibility to do your job every day.
Other departments and organizations can help. Others can be influenced by your results and feedback. But when it comes down to ownership, it’s all you.
Agree? Disagree? I’d love to hear it.