Compensation, HR Management, Performance Management

Performance Management and Family Road Trips: Bring Back the Joy

Buckle up—this month, we’re focusing on Performance Management, and let’s be honest, it’s a little like planning a summer road trip in the old family roadster. Managers everywhere may be sighing at the thought like a dad looking forward to 12 hours nonstop with limited air conditioning and competing playlists.

Employees might be rolling their eyes like teenagers facing days of roadside attractions and too much togetherness with their siblings.

Just like planning a good road trip, performance management can feel overwhelming, time-consuming, and sometimes frustrating. But here’s the thing: when done correctly, it doesn’t just get you from point A to point B — it strengthens relationships, keeps teams on track, and ensures everyone enjoys the journey.

So, how do we think you should re-define Performance Management? Think of it as the GPS guiding your team, ensuring they know where they’re headed and how to get there:

• Plan the route: You wouldn’t take a trip without a plan – where are you headed, who’s going, how much money can you spend? Great trips happen when mapped out ahead of time. Go into performance management the same way.
• Ongoing and continuous: Checking the map once a year doesn’t work. Just like a road trip, you need frequent route checks to stay on track.
• Communicating: The road signs exist for a reason — clear and consistent messaging keeps everyone moving in the right direction.
• Clarifying priorities and job expectations: Who’s driving and who’s packing lunch? What does everyone want to see the most? No one enjoys being lost on the highway. Just like every traveler has must-see spots, employees have their own goals and need direction to know what’s expected of them.
• Feedback and rewards: Good driving habits get rewarded, while bad ones lead to detours. Behavior in the workplace is no different.
• Aligning with strategic goals: High-performing teams are like well-planned itineraries — everyone knows the destination and how to get there.

Traffic Jams and Detours

Sometimes, performance management can feel like hitting unexpected traffic. Why does it seem so frustrating? Usually because it’s:

• Time-consuming (not efficient)
• Clunky processes (hard to navigate)
• Too generic (doesn’t address real challenges)
• Too little, too late (misses key opportunities for growth)

Pave the Road for Success

To make performance management the valuable tool it’s meant to be, here’s what we suggest focusing on in 2025:

• Keep it agile and flexible: Just like road trips, you need alternate routes in case of unexpected detours. Workplaces are evolving whether they are onsite, remote, or hybrid — so your performance processes should too.
• Encourage empathy and roll with the punches: Travelers face unexpected weather, detours, or delays. Employees have personal challenges, communication barriers, and shifting responsibilities. Managers who recognize circumstances create stronger teams and proactively address issues.
• Make it easier: I do miss getting handed that paper AAA Triptik as a kid and getting to follow along on our route from the way way back in the family station wagon. Nowadays, it’s GPS, so change is good. Digital solutions simplify performance reviews, allowing quicker feedback and streamlined documentation. Platforms like Microsoft Teams and automated feedback tools can help.
• Focus on continuous check-ins: Sometimes the driver can get in destination mode and just hit the road and forget to check in on the passengers to check on their needs for snacks and bathroom stops. Just like regular breaks on a road trip, regular feedback and check-ins keep the relationship running smoothly. Performance management shouldn’t be a once-a-year meeting, it should foster open communication all the time.
• Compensation Planning: Just like you need a budget for your road trip and everyone traveling needs to understand that budget, if raises are tied to performance, ensure employees understand expectations. No amount of “great job” praise or pizza lunches makes up for unclear compensation structures.
• Use data: Saying “this employee is a rock star” is great, but how do we quantify success? Just as road trips require mileage tracking, performance should be measured with KPIs and metrics for growth.

As you plan your employee road trips for 2025, HR Affiliates is here to help you with your journey. Not everyone is going to take the same trip, but with the right tools, structure, and approach, you’ll reach your dream destination with fewer traffic jams.

What you really need to know is SIMPLE:

• Set Expectations
• Invite Commitment
• Measure Progress
• Provide Feedback
• Link to Consequences
• Evaluate Effectively

Let’s hit the road and make performance management smooth, meaningful, and worth the journey!

 

May 20, 2025

Paula Agee, SPHR, SHRM-CP, VP of Human Resources and Chief  People Officer