According to Michael Kelly, Director at the Institute for Performance Management (certifiedperformance.org), “Performance management training courses that cover the entire spectrum from Government to Fortune 500 all the way through to fast-growth smaller companies are trying to do too much. Fast-growth companies have unique requirements when it comes to managing the performance and culture of their staff. Tools and methodologies that work for large established organizations may simply hamper the progress of companies that are undergoing a phase of rapid growth.”



A simple example of this can be seen in the different approaches to the performance management cycle for established versus rapidly growing companies. The cycle is a structured process of employee review and development. While many established companies may still rely solely on the end of year performance appraisal as a single “big bang” approach of the traditional method of managing individuals’ performance, this is now largely recognized as not matching best practice, especially when it comes to managing fast-growth companies.