The implementation of a broad-based communication strategy to support Accounting, Inc. In order to develop a performance management system (also known as "accounting"), the Amsterdam-based accounting firm has now moved out into consulting. Before the implementation of the new system, the list of necessary competencies was used to identify and measure the majority of employees. Also, each employee was evaluated based on their contributions beyond just work performance. The employees were emailed individually to aid the first communication approach, with questions like "What does the core competency mean to you? Please share instances of how each competency functions in your profession." Although some may consider it extravagant, the organisation set up meetings for the employees to discuss frequently asked questions (FAQs) sheets, as well as posted information around the workplace describing how core competencies and strategic priorities were linked to business goals and how rewards were tied to performance. While detailing how the performance system works, how the raters were recruited, how performance feedback was used, and other specifics about the system, Accounting, Inc. went into-depth in their emails. Workers' responsibilities and obligations with respect to the new system were also described by the data. Please have a look at the communication approach of Accounting, Inc. To put it another way, does it handle all of the critical points shown in Figure 7-1?" The questions that have not yet been asked are those that remain unknown. To be ready for questions that have not yet been posed, you must be ready (if any). Brotherton got this idea from someone else, according to this source (2003). Payment is based on outcomes. A cautious approach is needed when making changes to a compensation system. The following is one company's solution to the problem. Volume 196, Page 41-46 of the Journal of Accountancy.

An example of an example of information and questions required in a state-of-the-art performance management communication plan is presented in Figure 7-1. Many federal departments, including the Department of Justice, Department of Interior, Department of Energy, and Department of Commerce, use the federal government's Senior Executive Service (SES) performance management system. the C-suite immediately behind the highest level of the presidential administration Look at Figure 7-1. A performance management communication strategy. essentials What is the performance management strategy? Does our overall plan include a plan for performance management? There are several benefits for me. employee performance management communication plan Why does it work this way? What do I have to do? Do efforts, such as performance management, have a relation with each other?