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13 Blind Spots in People Performance Management

There are no perfect systems. There are no perfect processes. In fact, a perfect world does not exist, especially where it involves people and their performance at work.


Forewarned is forearmed. If we know what and where we can find the why. Once you find the why, you can work on the how.


Why there are blind spots in people performance management?

As we explored in the earlier blog “What are the surprising blind spots in people performance management?” many aspects are the cause, chief of which are data usage and the processes followed.


Performance management from the employee perspective


Google has open-sourced its manager training slides. According to Google, performance problems tend to occur due to:

Unclear expectations: not being on the same page leads to a major disconnect between the employee and the manager. JD, poor targets, team composition, manager guidance, etc. are some of the causes of uncertainty among the employees.


Lack of skills: if the employee lacks the skill to deliver the job, he or she will be a failure, immaterial of the brand, market, or competition (or lack of it). Lack of Right training (not just training) is at the root cause of this issue.


Lack of will: the environment, process, systems, and performance review processes do not inspire the employee to put in his best effort. The reasons, could and are, many.


The above get amplified as we move down the organization chart. In FMCG, FMCD, and BFSI sectors it is very pronounced due to the sheer size of the frontline team.



What are the 13 blind spots in people performance management?

The above shortcomings of performance management are from the perspective of the employee. There is a need to understand the reason for employees’ low acceptance of performance reviews.

From its research, TMI Group listed 13 blind spots in the people performance management of Frontline Workforce.

  1. Failing to recognize the limitation of calendar month performance reviews
  2. Failing to discover the limitation of Cohort Average as a metric in People Performance measurement
  3. Failing to discover the huge performance variation
  4. Failing to recognize the power of Scientific Target Setting
  5. Failing to set Scientifically-driven Incentives and Payout Plans
  6. Failing to realize the power of drill down
  7. Failing to set Scientific Milestones for exit
  8. Failing to see the need for performance acceleration to solve the attrition problem
  9. Failing to use performance analytics in recruitment
  10. Failing to use performance analytics to optimize geographic headcount and supervisor analytics
  11. Failing to see the hole in the HR budget
  12. Failing to adopt an integrated approach to performance acceleration
  13. Failing to optimize Total Cost of Employment (TCOE)

You need to look at each blind spot objectively from the organization’s perspective and subjectively from the employee’s perspective. Post that you can devise plans on how to manage the performance management process more effectively.

What are the blind spots you have identified in your organization? Any other blind spot you noticed that is not listed above?

You may have contra viewpoints or evidence to support these views. Both are equally important.

Please share.

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