In this respect, target performance analysis stress is a good sign that your planning is taken seriously. On the other hand there is a load level where performance is disadvantageous. Namely when the target performance analysis for a decision is degenerated by the employee rather than by the performance,
if it defines the value of the person.
The realization of this situation depends on many factors. On the one hand there is a “divide and conquer“ management style that greatly affects the self-esteem of employees. On the other hand there are personality-specific elements that make it difficult for an employee to constructively process failure.
You therefore define negative target performance analyses as learning initiatives, as unequivocal references to opportunities of doing it better.
You do not require justification in the sense of the dreaded “who did it?”,
but rather you look spontaneously to the failure for future lessons learned.
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