Entries by Tamra Chandler

Building Blocks of Great Performance Management: 3 Common Goals

Before we hit that reboot button on our performance management programs, let’s be absolutely clear on what performance management actually is, and why we should be doing it. As diverse as organizations are (and as diverse as their PM solutions should be) it is helpful to anchor our thinking within a basic framework. This framework represents the universal outcomes of strong performance programs— outcomes that I’ve come to recognize as indicators of great organizational performance. Think of these three interrelated goals as the essence of all performance programs and the basis from which each organization’s unique differences evolve. → Read More

It’s a Small (but diverse) World: Performance Management for the Global Organization

I’m not going to lie to you: rebooting your performance management to effectively drive organizational performance, develop people, and reward equitably requires a good deal of serious thought. Managing performance at a global level, however, warrants serious thought on steroids. You must have a solid understanding of the legislative and regulatory issues, demographic trends, and labor laws from every jurisdiction in which you’ve got people. Hard enough. But the most critical global consideration for rebooting your performance management is to understand the cultural differences in your workforce. Read More

Competing for Tricky STEM Talent and What Performance Management Has to do With It

It seems like nearly every company I’ve worked with is struggling to attract and retain strong technical resources, whether their organization competes in the technology space or not. We can chalk up the demand to the advancement of science and technology’s role in nearly every industry, service, and product out there—combined with a shortage of the necessary STEM (science, technology, engineering, and mathematics) talent to support those needs. And while there’s a lot of literature available on how to meet the needs and expectations of this audience, it seems worth adding a few words on this tricky employee group, specifically in regards to performance strategies.→ Read More

Your Performance Management Is Not Fine: Defending Against the Naysayers

One busy Friday, I met with a West Coast client in the morning and then returned to my office to take a call from one of my East Coast clients in the afternoon. In the span of a few scant hours, both of my clients used the exact same phrase to describe their current performance management programs: “Our performance management program is fine.”

All weekend that phrase was stuck in my brain like an annoying popcorn hull wedged between my teeth.→ Read More