What are three common obstacles to effective performance management?

The correct answer identifies poor planning, lack of accountability, and human biases as common obstacles to effective performance management. Each of these factors can significantly hinder the performance management process.

Poor planning refers to the failure to set clear, measurable objectives or the absence of a structured approach to performance evaluations. This lack of foresight can lead to misalignment between employee goals and organizational objectives, making it difficult to assess performance accurately or guide employee development effectively.

Lack of accountability can further exacerbate performance management issues. When employees do not feel accountable for their performance outcomes or when managers fail to hold them accountable, it creates an environment where performance may be substandard, and improvement efforts fizzle. This also discourages a culture of continuous feedback and growth.

Human biases are inherent in the evaluation process and can skew the perception of an employee's performance. Biases may lead managers to favor certain employees over others or overlook performance issues because of personal relationships. This subjectivity compromises the fairness and accuracy of performance appraisals, which are crucial for employee motivation and development.

All three of these obstacles relate back to the core principles of effective performance management, making this answer particularly insightful in understanding the challenges faced in the field.