Improving Performance Doesn’t Mean You Do Performance Improvement

Okay, I’ve got a pet peeve—something that really pushes my buttons.  The data from a host of sources has continually shown that organizations and executives are placing more emphasis on “performance.”  Leave aside the reality that many of them (organizations and execs) don’t really know what performance is in this case (below the organization level of profits or sales or end results).  But almost everyone in the HR field therefore knows there is more emphasis on “performance.”

So part of what we see is for people (internally as well as external consultants) to tack the word “performance” on to what they do.   We see “performance-based training” or “performance-enhancing facilitation” or “performance-driven HR” or some other variation.  To me, this reveals a fundamental misunderstanding of the performance improvement field. Continue reading “Improving Performance Doesn’t Mean You Do Performance Improvement”