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  • Performance management practices in Ireland 19th September 2012

    Survey Findings of Performance Management Practices in Ireland

    We’re delighted to be able to share the findings of a recent survey we ran in conjunction with the Dublin City University Link Research Centre. The objective of the survey was to understand current performance management practices, the range of performance management systems and processes used, and to determine the objectives and challenges facing companies in performance management. The survey was delivered to 1100 recipients with 211 responses. The target audience consisted of CEO’s, senior managers and Human Resources (HR) managers in Ireland.

     

    Key performance management practices research findings:

    • 87% of respondents indicated that they have a performance management process though only 40% indicated they had a ‘performance management system’
    • 50% use documents, spreadsheets or paper to deliver their process
    • 82% of respondents ranked alignment between employee and company performance as their top priority and 73% of respondents ranked driving a high performance culture as a top priority
    • Only 13% of respondents indicated they had a ‘very effective’ performance management process
    • 50% of respondents hold performance discussions twice a year while 16% have discussions only once a year

    When the effectiveness of performance reviews is analysed by their frequency there are significantly enhanced scores amongst those that carry out reviews monthly and quarterly. Interestingly there is little difference in perceived effectiveness between those carrying out monthly reviews and those carrying our quarterly reviews.

    We believe having a centralised system to support the performance management process can improve effectiveness and outcomes. It’s was interesting to note of the 13% of respondents who indicated they had a “very effective” process almost two thirds were using a ‘performance management system’ and that of the 31% who indicated their process was not effective or neutral 75% have no performance management system. Many thanks to the team at DCU who compiled the feedback and all the respondents who participated in the survey.

    Download survey results by clicking here

    About Trevor Dagg

    CEO @ Talentevo. Connect with Trevor on Google+

    6 Responses to “Survey Findings of Performance Management Practices in Ireland”

    1. September 19, 2012 at 9:54 am, Patricia Conroy said:

      Hello Trevor
      it was great to read your very interesting research – thought provoking! I am involved in this whole area and it is great to have current Irish thinking in this regard. Keep up the good work and hope all is going well for you

      Regards Patricia

      Reply

    2. September 20, 2012 at 10:02 am, Brian MacNeice said:

      This is very interesting research and supports our own findings as practitioners in the field advising organisations on driving better performance. Current performance management practice in many Irish organisations does little to drive a high performance culture and ensure clear alignment on organisational performance. Our global research into high performing organisations has provided us with a clear model for driving consistent, long-term high performance in any organisation. Well done on helping inform the discussion with Irish based field research.

      Brian MacNeice, Kotinos Partners

      Reply

    3. September 20, 2012 at 4:47 pm, John Ryan said:

      This is definitely any area that if handled badly can create tensions in the workplace however when you invest time and energy you can have great conversations that lead to higher performance standards from both sides. Well done on the research,

      Reply

    4. September 24, 2012 at 10:02 am, Niall Glynn said:

      Excellent piece of research on performance management. It is well structured with clear and easy to understand conclusions. Well Done.

      Reply

    5. September 24, 2012 at 2:36 pm, Hugh O'Brien said:

      Hi Trevor
      Excellent survey, well done, so good to have such a comprehensive survey for Ireland, real insight in to what is actually happening today.
      Thank you
      Hugh

      Reply

    6. September 24, 2012 at 2:45 pm, Ray McKiernan said:

      Great to see evidence on which reliable interventions can be based.
      Great performers need to feel valued and appreciated. When this happens engagement and performance follow like water flowing down a river Engagement is a dynamic process
      who’s currency is trust. Trust is based on a whole array of human interaction that can be simplified and facilitated by those skilled in Human relationships. It is these skills that are often absent much current management training which makes pushing water up a river look productive.

      Well done Talentevo

      Reply

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