How can HR improve performance criteria?

“Performance criteria should aim to make success clearer, not more complicated,” said Leann Schneider, director, HR research and advisory services, at McLean & Company.

“HR leaders need to define expectations that reflect both outcomes and behaviours, keep the number of criteria focused, and ensure employees can see how their work connects to broader organisational goals.”

According to the guidance, a structured approach to relevant performance criteria includes the following priorities:

• Reviewing organisational context by grounding criteria in the organisation’s performance management philosophy, strategic objectives, employee segment needs, and operational realities.
• Exploring criteria options by assessing which combination of goals, role expectations, skills, competencies, values, and organisational citizenship behaviours best fits each employee segment.
• Weighing and communicating criteria by assigning importance based on what matters most across roles, functions, and segments, while equipping managers with the tools and context needed to explain changes, address resistance, and gather employee feedback.

Benefits of relevant criteria

Employers who provide clearly defined criteria will help clarify expectations and support fairer evaluations, according to the HR advisory firm.

They will also see improvements in employee engagement, productivity, and organisational culture. In fact, the report underscored that employees who understand their job expectations will be 8.6 times more likely to be engaged in their work.