Implementing a performance management system is a change process that requires that readiness for change is established as a pre-requisite. This study reports on the relationship between readiness for change and the implementation of a performance management system; that is the extent to which readiness for change influences the implementation of a performance management system. The study was conducted in an engineering support services private sector organisation with a footprint across South Africa. A random sample was drawn from the target population. A multiple regression analysis was subsequently conducted. The findings of this study reflect that readiness for change influences the implementation of a performance management system. Also, reflected in the findings is that the factors of readiness for change influence the implementation of a performance management system, namely business unit climate; job/task requirements; motivation to change; the personal impact of change; the emotional impact of change and change processes. In addition, the findings reflect that there is a statistically significant difference in readiness for change by tenure and by business unit. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)