How to Sell Employee Performance Management to Others in Your Organization

Employee performance management is getting the right things done well. It involves:

• Linking everyone’s goals to the organization’s goals.

• Reviewing performance against those goals.

• Measuring and improving motivation to achieve these goals.

Here are some suggestions on how to sell it to others in your organization:

Selling it to Business Leaders

Working on the wrong things: Research by two Stanford professors Kaplan and Norton over a period of 20 years suggests that less than 30% of an organization’s time is spent on work that does not contribute to the organization’s goals.

What if you had a way to improve that to 40% or 50%? How much better than the competition would you be then?

Performance-driven culture: Standards and objectives described at an organizational level, rolled down to employees… that’s how great businesses work.

Selling it to HR

Compliance: Have you said employees will receive a regular performance review? Do you have an obligation to deliver? Even if you haven’t written it down, is it expected you’re going to have that conversation? Are reviews being conducted? By everyone? To a high standard? On time? With actionable outcomes? You need to be able to identify who’s done their reviews and who hasn’t, and follow up in a timely manner.

Selling it to Finance

Return on Investment: Becker, Huselid and Beatty in “The Differentiated Workforce” calculate that organizations who use great employee performance management systems averaged $90,586 more sales per employee and $348,817 higher market value per employee than organizations with poor or no systems.

Selling it to Managers

Good at what you did before: You probably became a manager because you were good at what you did before and then were left to learn management on the job. Would you like some help to do management well?

Productivity: How can you raise average productivity by 10%? You won’t get that productivity increase by only focusing on your best performers. You need a system that identifies and helps you manage performance (and productivity) across your entire team.

Selling it to Staff

Objective Process: A good employee performance management system will eliminate bias and help ensure reviews are as objective as possible. Wouldn’t you like to know that decisions about pay and promotion are being made based on merit?


Denis Coleman

Denis Coleman is the founder and CEO of Work Compass, a cloud staff performance collaboration software platform that helps teams align their efforts with strategic goals and continuously improve performance. Frustrated with the disconnect between strategy setting and day to day execution and the lack of tools available to managers to help them be great at their most important function …. Aligning their teams activities with strategic goals and actively managing for high performance Denis spent over 5 years researching strategy execution and performance management practices before founding Work Compass to create a software solution. Denis has held senior roles in Ireland, Czech Republic and North America with high performing electronics manufacturing and professional services organisations for more than 12 years. Denis has worked as Finance Director responsible for €800 million in annual revenues for Flextronics International, Key Account Manager responsible for annual revenues of more than €600 million for Dovatron International and Management Consultant for BDO one of Europe’s most successful professional services providers.

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