People often criticize the value and accuracy of performance data. Performance management data is frequently seen as being too subjective or incomplete to be useful. These are valid concerns for a lot of performance management data.
One of the best ways to address these concerns is somewhat counter-intuitive: to start using the data despite its imperfections.
When customers ask me how to increase completion of performance management activities related to setting goals or providing ratings, one of my first questions is, “Who will look at this information other than the employee and their manager?” If no one else looks at this data, then why should managers and employees put it into the performance management system? Conversely, when managers and employees know performance management data will be used by other people in the company to guide decisions that could impact their lives, they put more effort into ensuring the data is as accurate as possible.
The following are a few ways performance management data can be used to guide workforce management decisions.