How to change the face of performance management
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This document discusses problems with traditional performance management and proposes an alternative approach. It notes that 58% of organizations rate their performance management as a C or below. Only 8% report high value from performance programs and only 6% find them an effective use of time. It suggests understanding goals, helping employees discover how to achieve goals, developing needed competencies, and equipping managers to have positive conversations. In contrast to just measuring performance, the alternative focuses on managing the process of completing incentivized goals and providing corrective feedback effectively to improve performance, which 92% of employees agree is effective if delivered correctly.
How to change the face of performance management
- 1. A+D- How to changechange the face of performance managementperformance management (Why everyone hates performance management and what to do about it) Why don’t traditional performance processes change performance? 58% of organizations rate their performance as Grade C or below In order for a performance process to improve performance you need to: Only 8% of companies report that their performance programmes prove high levels of value Only 6% of executives said their performance management process was an effective use of time 58%8% A+ ) ) ) ) ) ) ) ) ) ) ) ) feel comfortable having difficult performance conversations managers Only 2 10Only 2 10 6% Understand Discover Develop Equip Understand what is required to reach the goal Help employees discover does and doesn't have to complete the goal Develop the competencies required to achieve a goal Equip managers with the tools to have positive performance enhancing conversations D- ) Performance ManagementVSPerformance Measurement That’s because... managers lack the tools and information to have positive performance conversations and avoid negative giving feedback that adversely affects employee performance. ) Um...good luck. You’ ll probably make it. I’m almost fairly certain. Traditional talent management processes are great at measuring performance but are really bad at helping managers manage the process of completing incentivised goals ) Um...good luck. You’ ll probably make it. I’m almost fairly certain. The result... 92% of employees agree that corrective feedback, if delivered correctly, is effective at improving performance 92% www.youlabonline.com Contact Peopletree Talent Analytics to get a free Youlab trial and revolutionize your performance process with scalable, cost effective performance analytics Youlab is a product of Peopletree Talent Analytics. Visit us at www.peopletreegroup.com By identifying, and acknowledging, what might cause the person to fail, we can proactively support their success