Performance
management
of IT staff
Performance
management of IT staff can be difficult because:
Some managers don't want to do it: they
like managing projects and tasks but not people.
IT
managers, like many others, may not be good at
it: it isn't easy.
Technical
staff are not always the easiest people to communicate with.
Measuring
output is sometimes difficult with knowledge-workers.
When
people move from project to project it
isn't always easy to manage their performance.
Despite
these points, performance management in IT is not fundamentally different
from performance management in other areas. But the above aspects are
worth taking into account when adapting your company's approach.
Classic
traps to avoid:
Don't
introduce sophisticated measurement systems:
some IT people may want quantitative assessments and score cards
covering every aspect of performance, with averages and subtotals .... avoid!
Don't
skip proper training: managers may all
think they can 'do' performance management but train them in dealing with
tough questions, using role play.
Don't
apply the bell curve too exactly: it's
unscientific.
Motivate
your managers to make a better job of it: there must be kind of reward and
punishment system if they are to tackle an unpopular task!
In
some companies different forms of resource
management
may be used to tackle performance management issues.
