Prior to the pandemic, corporate America was experiencing a revolution in performance management. Companies were abandoning rigid, backwards-looking employee appraisals in favor of more agile, forward-looking “coaching” approaches. The lockdown of 2020 accelerated that evolution and forced business leaders who had been resisting the change to join in. So, where are we now? What have enterprise leaders learned over the past two years and what will be happening with performance management going forward? This month’s Growth Notes addresses those questions.
Performance Management Evolves
(SHRM)
Feedback is more effective when check-ins are frequent. "That way, you're able to clarify expectations before a team member or colleague gets too far ahead in a task or a project," CrisMarie Campbell says (co-founder of Thrive). And workers who check in with their manager at least weekly are five times less likely to be disengaged than those who never check in, Workhuman found. Read More>
3 Rules for Linking Pay and Performance Management
(VisionLink)
The changes companies have been making in their performance management systems have not come without growing pains. And one of the biggest sources of pain is compensation. Companies are trying to figure out how to align their pay strategies with the highly-fluid employee assessment and development processes they are now using. Read More>
Don't Overcomplicate the Best Management Practice: Coaching
(Gallup Workplace)
Today's employees want a manager who is invested in their personal and professional development. They want frequent feedback -- and opportunities to do more of what they do best. They want to consistently grow as they pursue a compelling purpose. In this new world, the best path to an exceptional employee experience -- not to mention, high performance -- is for employees to have a coach, not a boss. Read More>
The Impact of Pay on Employee Motivation
Read Our Free Report
How can you determine whether your compensation strategy is having a positive or negative effect on the performance of your people? This report helps answer that question. It examines the impact a rewards strategy should have on the motivation of employees. It introduces 7 keys for ensuring a company’s rewards plan produces the outcomes it wants. It explains the role compensation should play in a growth-oriented business and resolves the “intrinsic versus extrinsic” motivation issue. Learn More>
