There is no question the current state of most performance management processes need to change. However, a rush to change can have a devastating impact on morale and productivity and, in the end, not produce the sustained performance every organization is looking for.
With the future of performance being a network of engagement and performance teams that form, perform and reform as needed to deliver results, it is key to have a model that provides a framework for team success from inception to disbanding.
It is well known that most performance management processes being used today actually promote and measure lagging performance. However, even working in a performance process that might be lagging in nature you can lead your personal performance by doing these “lead where you are” activities.
To truly sustain that next level of performance success in this complex and ever-changing business environment, pursuing your performance requires ongoing performance connections, not in just once or twice a year review cycles.
Nearly every organization is faced with the same issue: How do you retain talent as organizational structures become flatter with little to no upward mobility opportunities? “Career ladders” are collapsing and a new vision for career progression is emerging.
Our experience has shown that if you want sustained employee engagement, then you need to actively engage your employees, not just HR and or leadership in these efforts. Create an environment where employee engagement is employee led, leader supported and organizationally enabled.
We are seeing a trend in our employee engagement results in nearly every organization we survey. That trend? People want even more information on their organizations current state direction and future vision.