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Your organisation must always keep developing so as to be able to compete with rival organisations, better placement in your relevant markets, improved levels of satisfaction of your relevant audiences and clientele and no less, for improving your organisational results in all terms.

Organisational Development Performance Management (ODPM) is in many ways the comparison between

In organisational development (OD), performance can be thought of as Actual Results vs Desired Results. Any discrepancy, where Actual is less than Desired, could constitute the performance improvement zone. Performance management and improvement can be thought of as a cycle:

Performance planning where goals and objectives are established

Performance coaching where a manager intervenes to give feedback and adjust performance

Performance appraisal where individual performance is formally documented and feedback delivered

A performance problem is any gap between Desired Results and Actual Results. Performance improvement is any effort targeted at closing the gap between Actual Results and Desired Results.

Other organisational development definitions are slightly different. The U.S. Office of Personnel Management (OPM) indicates that Performance Management consists of a system or process whereby:

Work is planned and expectations are set

Performance of work is monitored

Staff ability to perform is developed and enhanced

Performance is rated or measured and the ratings summarized

Top performance is rewarded[6]


Erica Olsen notes that “Many businesses, even those with well-made plans, fail to implement their strategy. Their problem lies in ineffectively managing their employees once their plan is in place. Sure, they’ve conducted surveys, collected data, gone on management retreats to decide on their organisation’s direction– even purchased expensive software to manage their process– but somewhere their plan fails.” [7]

Performance management and performance appraisals have a significant overlap.[citation needed] In general, there are three type of performance management: long-cycle, short-cycle, and micro.[citation needed]

Long-cycle Performance Management

Long-cycle Performance Management is usually done on an annual, every 6 months, or quarterly basis.[citation needed] From implementations standpoint, this area is the one that has traditionally received the most attention.[citation needed] This is so for historical reasons, as most performance management techniques/styles predate use of computers.[citation needed]

Short-cycle Performance Management

Short-cycle Performance Management (which overlaps with principles of [Agile Software Development]) is usually done on a weekly, bi-weekly, or monthly basis.[citation needed] From the implementation standpoint, this sort of management is industry-specific.[citation needed]

Micro Performance Management

Micro Performance management is generally done on a by-minute/hour/day basis