Reviews Don’t Work, Here’s a Tool for Performance Management

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Professionals expect clarity in performance appraisals and promotions. Make sure the expectations are set clearly from the very first day and give frequent feedback along the way. We’ve adopted the Dale Carnegie Key Result Areas (KRAs) approach to talent management. We use the following questions:

• What is the purpose of my job? This answer should be extremely simple, such as “selling our services.”
• What do I need to do to make it happen? For someone in sales, the answer might be “call 100 potential clients every day.”
• What tools do I need to be successful? For a salesperson, training in phone skills or negotiation techniques might be in order.
• How do I know when results have been achieved?

Here’s a template to help you implement KRAs for performance management.