Latest CIPD Research Says 'Workers Don't Feel Performance Management Systems Are Fair'

Performance management systems deemed unfair by a third of employees

Trust in leaders is at a two-year low according to the latest CIPD/Halogen Employee Outlook survey. The CIPD are calling on managers to step up and talk to their employees about their development or risk losing valuable talent. Almost a third of employees also feel that progression within their organisation is unachievable, with one in five stating that their managers do not effectively communicate objectives and expectations. Last week's poll reveals that 63% of voters believe that employers place too much weight on academic qualifications during the recruitment process.  

It's an interesting survey as it exposes the divide between 'what leadership teams think they should be doing' - when it comes to formalizing performance management and establishing robust recruiting protocols - and the real-world practicalities of how a workforce thinks and acts.

In my opinion, the recruitment process has been fragmented in the last decade with ever more filtering mechanisms added to the process to distil the best talent.  It's all too easy to use qualifications as a filter, when the majority of baby boomer talent never went to University.  

Similarly, performance management frameworks are relatively easy to establish these days but they simply don't work unless they are aligned to the needs of the organization they serve - and few HR teams have the know-how, authority and skill to make this happen without outside help that costs money to procure.

What this survey says apart from everything else is that the devil is in the detail when it comes to talent management.

I.