Written by Anne Fulton via LinkedIn Pulse
Time for a performance revolution? We believe so. We are firmly of the belief that performance management is last-decade-HR if not last century and we need to enter the world of performance enablement.
The word “managing” is outdated in today’s fast-paced agile world…
Traditional performance management systems are not getting the performance uplift that should have been delivered to businesses while employees are demanding better quality growth conversations from their leaders. Performance Management Systems never actually delivered the improvements in performance that were promised. We even heard one organization recently who surveyed their employees only to find that over 80% of their entire organization were actively annoyed by their performance management process – so not only was it not delivering a performance uplift it was actually having the opposite effect of being demotivating, seen as time wasting and clearly not performance-enhancing at all. The exact opposite of the productivity uplift that should have been delivered.
We think we need to consider old world performance management vs new world performance enablement:
We now need to focus on enabling performance, allowing employees to own their own performance and growth…
So in our view: performance management needs to be re-thought. The word “managing” is outdated in todays’ fast-paced agile world with work-disruption pending along with talent shortages – where we need to maximize the contribution and performance of each of our team members. We now need to focus on enabling performance; allowing employees to own their own performance and growth. Helping them to perform at their best at work and also helping leaders to unlock and leverage the talent and potential in their teams. It is about growth and fit-conversations now. Delivering insights to leaders so they can understand the talents, potential and motivators of their team-members so every manager has the tools to unlock the potential in their team and workforce. Understanding who has the talent and skill required to deliver to business objectives and who is motivated to contribute what skill and talent to deliver to immediate business objectives is the new game.
Check out our latest research paper on shifting the focus from “performance managing” to “performance coaching”. We would also love to share what we are working on, learning and hearing from our latest #PerformanceConversationsLab that we held in Chicago last week. What do you think? Can we get a shift from performance management to performance enablement? Join the discussion on LinkedIn here!