NONO TION TTION T ALENT AALENT A SS SESSES SMENTSMENT A good place to start is to outline the purpose of performance management.What are you trying to achieve? • Are you attempting to create a stronger link between pay and performance? • Are you identifying top performers (as well as under-performers) so you can make more effective promotion decisions? • Do you need to address employee engagement levels? If so, how will you measure employee engagement to ensure your new performance management framework is making progress? • Do your employees need more praise, recognition, and/or clarity of expectations? Are you providing enough feedback? How do you know? • Are you trying to create a more goals-driven company culture? 112112