Singapore - Leaders in Singapore have poor performance management skills, say senior HR professionals, and the lack of such skill sets is affecting their organisations' employee performance evaluation process.

An overwhelming 96% of senior HR professionals in Singapore polled believe managers in their organisations lack the skills to effectively implement performance management in the workplace. According to a recent survey by Development Dimensions International (DDI), more than 70% of HR respondents also felt their managers need more help in developing such skills. Yet, only 26% said these skills are still a "work-in progress" for their leaders. 

As a result, more than two-thirds said managers do not conduct meaningful performance-related discussions with their team members. This contributes to a lack of objective data being collected to evaluate employees' performance, reported 50% of HR respondents.

Some of the performance management skills HR wants to see in their leaders include interpersonal and processing skills in setting performance expectations, coaching for improvement, delivering sensitive feedback, reviewing goal progress and guiding the development of others.

Managers fear giving a poor performance review where there would be disagreements or negative effects in terms of salary or promotion for the individual, said DDI's managing director for Southeast Asia, Mark Busine. Hence, HR needs to start enhancing their leaders' performance management skills as not every manager is naturally gifted with good interpersonal skills to interact with their employees, he added.

"Organisations that take time to train their leaders get repaid a thousand times over every time a fruitful and meaningful feedback discussion occurs."

An effective performance management training system, as recommended by DDI, will include setting specific achievable goals, tracking performance during a business cycle, providing coaching and feedback, conducting a periodic performance review and salary increase discussion.