The GPARS Performance Cycle At my last employer, there was a focus on “Performance Management”.  I always felt, even as a team leader, that we paid lip service to the whole process.
eg.  we were going though the motions.

Performance Management has many goals.  The primarily one is to ensure that the team is working towards/contributing to the objectives of the business.  The credibility of such objectives would be shot by the employer producing the objectives 6 months into the business year.

It was also shot like a lame duck, when one of our Human Relations people, was giving us a update on the Performance Management programme.  A couple of chaps were discussing a point which was raised by the HR person.

SHUT UP, I’m giving a presentation

bellows the HR person.

I can’t remember the substance of the programme update, but all the attendees remember “Freida Nurk” as the HR person who told people to shut up.

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