Corporate Performance Management: 5 Myths Debunked

Monitoring and managing business performance is not an easy task. Corporate performance management was created to handle the massive amount of information associated with the process. To get optimized results, there are a few avoidable myths that should be known. 

1. CPM Will Ruin Morale

The results provided by cpm epm software is based on facts, and is not meant as a tool to demean. An employee’s ability to take criticism is an individual personality trait that isn’t affected by the results of CPM software. Some employers stay away from giving out criticism due to the fear that it will cause a rift in the workplace. But to get the most out of employees, they need to hear about their shortcomings. That means with or without the aid of CPM tools, an employee that hates criticism will always take it personal. 

2. Promotions Are Tied to CPM

This is one of the most notorious myths tied to performance of any kind. When you add in CPM, it becomes a monster all on its own. Performance isn’t always tied to promotions, so it is reasonable to assume that employers will sometimes look for things beyond work results. This has led to employees thinking that the details provided by a CPM prevents good appraisals or quick promotions. CPM is not a rogue AI software with an axe to grind, and it has no say over who climbs the ladder at work.

3. CPM Has Too Small an Impact

You’ll often hear this from businesses that ‘half’ adopt CPM into their ideology. Once or twice a year they will use the protocols, but fail to fully utilize the tool year-round. Even traditional appraisal methods are limited if you only take advantage of them twice a year. Corporate performance management is at its best when a thumb is put on the pulse of the company 24/7. It is a reactive tool that thrives when you feed it relevant information. There is always a business case for performance management, and you don’t have to dig too deep to find it.

4. CPM Works Best on Individuals

Corporate performance management proves once and for all that this isn’t true. Driving an organization towards success is possible even when you don’t focus on individual contributors. Corporate goals should always be a checkmark on the spreadsheet along with individual goals. If you’re not taking in the whole picture with CPM, then you’re only getting a portion of the information. Set up a system that enforces clarity, and the details will make more sense.

5. Performance Management is Easy

Having good information doesn’t mean you’ll know how to properly utilize it. CPM is convenient, but still needs to be in the hands of a knowledgeable user. This doesn’t mean that CPM is an administrative only task, it just means that the person behind the information has to have performance management skills. There are several resources available to help beginners, and even more for ongoing training.

Be Realistic

Expectations and performance are tied together. When you uncouple the two, it creates unrealistic expectations. Learn the ins and outs of CPM and this will never be a serious problem.

PKI-Security Engineer & security blogger at gbhackers.com. She is passionate about covering cybersecurity and Technology.

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