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Edit: Clarified that I am asking about staff and employee performance management. Thanks!
As a manager of a team, I tried to institute OKR's into the process for my team at minimum. I found that technique partially successful -- meaning successful for me and my team but limited in that other teams in my department wouldn't adopt them. Too much work they said.
1. Every Wednesday I Google Meet with my salespeople. We review the prior week's priority prospects, this week's, and then I ask them about clients not on the list that our BI system has identified as promising. An integration of internal systems, Slack & Zapier alerts me each day to anomalies (good and bad) with clients, inventory and systems. MixMax (shout out to Brad!) is a big help in tracking email activity. RingCentral reporting is a big help in validating Salesperson activity.
2. Every Friday I review Github repository activity for my development teams. A very soft-touch and collaborative conversation follows for developers and engineers whose pace of work or direction seems off. This is almost always a result of improper scoping, unrealistic milestones, or miscommunication.
3. Every Monday and Tuesday I'm hands-on with my marketing team preparing for the Wednesday release of our marketing communications, and reviewing ongoing advertising campaign results.
4. Every weekday I'm in our Xero accounting software looking at cash flow projections, inventory, A/P and A/R. Xero is hot garbage IMHO, but I've built some integrations that make is easier to use for real-time reporting.
5. I visit our satellite facility every other week for in-person chats with that team.
6. I've invested a lot in automation to track our market, predict conditions and generate alerts.
Notwithstanding 1-6 above, there's no substitute for good market conditions and good employees. I have the latter, but not the former. I mention this just in-case you're thinking you can systematize your way out of a demand vacuum.
Different strategies perform well depending on size. For example, most of the time I find OKRs a little excessive for a small team.
Have you identified KPIs? What are they?
"What's measured is managed," said Drucker. Personally, finding what exactly to measure is difficult. So don't be afraid to spend a lot of time figuring this out. When you do, all the other performance management strategies will somehow find a way to work towards your goals.
Just to clarify: what kind of goals do you mean? Is the context people management or anything in general?
Slightly off center from your question, but: 1. Every Wednesday I Google Meet with my salespeople. We review the prior week's priority prospects, this week's, and then I ask them about clients not on the list that our BI system has identified as promising. An integration of internal systems, Slack & Zapier alerts me each day to anomalies (good and bad) with clients, inventory and systems. MixMax (shout out to Brad!)…
What size is your company/team? Different strategies perform well depending on size. For example, most of the time I find OKRs a little excessive for a small team. Have you identified KPIs? What are they? "What's measured is managed," said Drucker. Personally, finding what exactly to measure is difficult. So don't be afraid to spend a lot of time figuring this out. When you do, all the other performance management st…
I can't emphasis how important this advice is in general - Use it to validate everything you read about, especially on HN.
If you work in a small organisation or team (the ones that don't make lots of noise) then most of the advice out there, from technology choices to management choices, are going to be biased against your size, some of those choices are the direct opposite depending on size.