Obviously, there is clear and immediate correlation between implementation of performance management programmes and improved business and organisational results. This holds true for private and public sectors’ organisations, whether they are for profit ones or charitable ones, business oriented or organisations working to serve the public (e.g., universities, local & central government, etc.).

Using means to collate relevant data pertaining to the performance of employees may deliver a significant return on investment through the improved performance, e.g., increase in both direct and indirect sales benefits, achieving operational efficiency benefits, elevating the organisational status (for example, increasing universities’ international standing & attractiveness, or raising the level of satisfaction of citizens from local or central governmental services, etc.). This will, consequently unlock latent potential in all employees while decreasing time they spend in not actually doing their job.

Benefits can be seen in direct financial gain – growth of sales; reduction of costs; stopping overruns; alignment of the organisation directly behind the management’s goals; decrease in the time spent to create strategic or operational changes by communicating the changes through a new set of goals, etc.

Furthermore, ample PM can motivate the organisational workforce, helping in creating team and team spirit of the employees. It can also help in optimising incentive plans so they match specific goals for over achievement or other forms of excellence. PM will thus improve employee engagement since it will become clear to everyone within the organisation how they are directly contributing to the organisations high level goals.

In addition to all of these, PM actually creates transparency in achievement of goals, enhancing confidence in incentive distribution process and enabling the development and implementation of professional & career development programmes that would be better aligned directly to achieving the organisational goals at all levels.

Finally, PM can improve management control, rendering the organisation more flexible, responsive to management needs while displaying data relationships, helping audit and complying with legislative requirement. This means, of course, simplified communication of strategic goals scenario planning and ongoing flow of well-documented and communicated process documentation.