My Performance, or any performance system/tool/process, is only as good as you (the manager).

A study by *Gallup found that 70% of people who rated their managers as BEST rated the performance management system as VERY GOOD.

In contrast, 85% of people rated their managers as BELOW AVERAGE rated their performance management system as POOR.

In other words, what you do matters more than any performance management system.

If you don't manage, coach, and develop your employees, it doesn't matter how good the system is. Your employees are expecting to have more coaching conversations. If their expectations don't match their actual experiences, then engagement could drop, which means performance and retention drop.

Be prepared and take the time to establish and maintain the My Performance approach. *Gallup (2013): Deloitte (2014)

Managers are key to creating a good employee experience in setting expectations