In Part 1, we tackled some of the most common misconceptions about Performance Management System Maturity Assessments: from the belief that they’re rigid and one-size-fits-all, to the assumption that they are only for judgement. Now, let’s address a few more myths that tend to hold organizations back from fully leveraging the power of these assessments.

Whether it’s the idea that improvement requires a complete overhaul, that assessments only focus on the negative aspects of the system, or that they’re a one-time event, these myths can prevent organizations from truly understanding the ongoing value a maturity assessment can offer.

In this section, we’ll explore why these misconceptions are limiting growth. And how, when done right, a maturity assessment can lead to long-term, sustainable growth without disrupting your existing systems.

1. You can’t improve without overhauling the whole performance management system.

When conducting a Performance Management System Maturity Assessment, we understand that the system is made up of interconnected parts. We don’t look at the system as a whole but break it down into three levels: capabilities, domains, and best practice statements.

Each of these levels are interdependent, and we have mapped these connections to understand how changes in one area can impact others. The key to meaningful improvement is targeting the right areas for improvement at the right time.

Our auditors are trained to think systemically, spotting these interdependencies and crafting tailored recommendations that are aligned with the organization’s current reality. These recommendations are not mandatory or required to be implemented immediately; they serve as a roadmap, giving organizations the freedom to act at their own pace while respecting where they are in their performance maturity journey.

Ultimately, the list of best practices we provide, drawn from your unique organizational and governance context, will help you see how to improve without the need for a full system overhaul.

2. Assessments only focus on what is not working

At GPA Unit, we believe the most valuable part of a performance management system maturity assessment is identifying both strengths and opportunities for improvement.

Our final report doesn’t just point out what needs to change; it highlights key findings, strengths, and best practices that are unique to your organization. We measure your system against industry best practices, but we also make sure to celebrate what you're already doing right. In fact, we find that organizations are often surprised to see just how much they’re already excelling at.

We’ve never received negative feedback saying, "This strength doesn’t exist!" (That would be a pretty strange complaint, right?). Most of our discussions around the final report focus on better understanding the improvement recommendations; but that is not due to lack of strengths in organizations. And about those recommendations? We’re here to help. If anything is unclear, we offer auxiliary training and consulting to ensure you can implement the recommendations with confidence.

At the end of the day, our clients consistently find the assessment process to be a positive experience, providing them with actionable insights that fuel real, sustainable improvements.

3. Assessments are a one time event

Maturity assessments are not a one-time fix, but part of an ongoing journey of improvement. It’s a best practice for organizations to reassess after implementing some or all of the recommendations offered through the assessment. This ensures that progress is being made and that new opportunities for growth are continuously identified.

The organizations that are brave enough to face their performance gaps are often driven enough to aim for reaching Optimized maturity level. Our assessments are designed to help guide that journey, whether you’re already performing at a high level or just starting to make improvements.

If your organization is already at level 4 (Integrated) in terms of the overall performance management system maturity, we provide recommendations that help you reach the Optimized level. But for organizations at levels 2 or 3, we guide you toward achieving level 4 first, and once you’re there, we continue to push for the next phase of maturity.

As you can see, the process is iterative: each step forward leads to another. There’s always room for improvement, and the goal is to keep evolving. Reassessing after implementing recommendations helps you stay on track, measure progress, and refine your approach to performance management.

Of course, reassessment, just like the initial assessment, is a choice. We strive to provide recommendations that are achievable within the level you're at, but once a set of recommendations has been implemented, there’s always room to do more. Think of it as reaching new heights: the next phase of growth becomes clear once the previous steps have been addressed.

Moving beyond the myths

Performance management system maturity assessments are about providing organizations with a clear path for growth, optimization, and continuous improvement. While there are several misconceptions that may hold organizations back from embracing assessments, the reality is that these evaluations are tools for empowerment, not judgment.

Whether your organization is striving to reach its optimized performance or simply aiming to improve specific areas, maturity assessments offer actionable recommendations that help guide your journey. The process is iterative, and the value of regular reassessment lies in ensuring that your performance management system continues to evolve alongside your organizational goals.

At GPA Unit, our mission is to help organizations understand their performance management systems more clearly, improve them strategically, and build a sustainable path to organizational excellence. By embracing maturity assessments, you’re not just evaluating where you are but consciously charting a roadmap to where you want to be.