This question was recently addressed on LinkedIn. Here’s how I answered it…
Performance Management is necessary when you have the wrong people in the wrong job. If companies continue to use a job description and continue to interview to validate resumes they will never know who they really hire. The wrong fit always creates performance issues.
A better way is to first truly understand the job. This means digging into the Key Performance Indicators, developing the kinds of performance behaviors that will be successful, and then Benchmarking the top people in the job. This information is then coupled with a solid performance and behavioral based interviewing process to match the person to the job. When you have a good match you don’t need to “manage” performance, you just need to let the employee do what they do best.
How would you answer this question? You can see other answers at this link: http://www.linkedin.com/answers/management/organizational-development/MGM_ODV/637145-6126809
Posted by Richard Yadon 
