Many organizations today apply a classic performance management approach called cascading objectives.
One of the biggest issues with cascading objectives is that it is a one-sided conversation. Many employees, especially at the lower levels, find it difficult to understand the goals set out for them by management with respect to their actual roles. Since the approach does not allow the goals of the staff to be centered around their jobs, there is often a disconnect between what the employee is hired to do versus what they are asked to accomplish by the end of the year. This is just one of several issues around cascading objectives. And it’s easy to see why many organizations have chosen to give up on performance management entirely.
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