Discuss various issues important for developing a

proper performance management metrics

• Lack of target : Selecting the right targets is both science and art. If they are too easy, they won’t improve performance. If they are out of
reach, staff won’t even try to hit them, If they have not established specific goals, the employees will have no idea whether or not
they've accomplished their tasks. Entrepreneurs must also clearly communicate those goals to the workers for the
performance management processes to be effective

• The finest targets are manageable, but with a strong element of push is required by the employees in order to attain them

• Lack of Clear Strategy : A clear strategy helps the organization to measure the company's progress toward its goals.

lack of clear goals can interfere with performance management assessments, A clear strategy also gives the business owner
"milestones" to measure the company's progress toward its goals and alternative tactics if the current actions are ineffective

• Lack of transparency : Employees should feel that their targets encourage meaningful achievement. he link between individual effort and
company objectives is obscure or gets diluted as metrics and targets cascade through the organization. Different levels of management

• Lack of communication : Performance management system doesn’t work without a proper communication.
 Continued…..
• Lack of relevance :The right set of metrics for any part of a business depends on a host of factors, including the size and location of an
organization, the scope of its activities, A proper relevance should be there for the activities performed by the employees.

• Lack of credibility : credibility is must in performance management system., A strong performance management system relies
on a trusting relationship between employees and supervisors. When the employees doubt the credibility of the
supervisors, they also will distrust the results of any performance management metrics those supervisors produce

• Poor management engagement : management interaction with the employees are one of the best performance management tool.,
Management interactions with frontline personnel are an extremely powerful performance-management tool. They send a message that
employees are respected as experts in their part of the business, give managers an opportunity to act as role models, and can be a quick
way to solve problems and identify improvements

• Lack of commitment : commitment for a longer period is necessary if you want to see any results, If you do decide to go forward and
implement some form of performance management, you have to commit to it for a long enough period if you want to see any results.
The plan has to be executed well, and from start to finish