2 What, if any, KRAs may be more likely to benefit from such technology, in terms of individual performance achievement and improvement? As discussed in the section on goal-setting, organisational theory emphasises the importance of individual employee ‘self-regulation’ in effective motivation and performance management. In this chapter, we highlighted four practical implications relevant to this insight:

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Clear and specific goals are more motivating than generalised and imprecise statements about expected performance;

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Challenging but attainable goals will be more motivating for employees;

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Regular, timely and specific feedback on the progress in achieving goals can have a positive reinforcement effect;

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Self-regulation via participative goal-setting and reflection on feedback has more positive motivational effect than externally imposed standards, controls and feedback.