Performance management out with the old

 

An article from The Wall Street Journal that I found on performance management:

Performance Management: Out With the Old…: https://deloitte.wsj.com/articles/performance-management-out-with-the-old-1436760170

In this article, Deloitte discusses the traditional approach to performance management, which is often based on annual reviews and ratings. They argue that this approach is outdated and ineffective, and that companies should adopt a more modern approach that focuses on continuous feedback and development.

The article describes a few key aspects of this modern approach:

Regular check-ins: Managers should meet with their employees regularly to discuss their work, goals, and progress. This helps to ensure that employees are on track and that any problems are addressed early on.
Focus on strengths: Managers should focus on helping employees to develop their strengths, rather than trying to remediate their weaknesses. This is more motivating for employees and it also leads to better performance.
Set agile goals: Goals should be agile and adaptable to changing business priorities. This helps to ensure that employees are always working on something that is important to the company.
Provide ongoing development: Managers should provide employees with ongoing development opportunities, such as training, coaching, and mentoring. This helps employees to grow and develop their skills, which leads to better performance.
As a manager, I would use the following aspects of this approach to enhance the performance of employees:

Regular check-ins: I would meet with my employees regularly to discuss their work, goals, and progress. This would help me to stay connected with them and to make sure that they are on track. I would also use these check-ins to provide feedback and to offer support.
Focus on strengths: I would focus on helping my employees to develop their strengths. This would be more motivating for them and it would also lead to better performance. I would identify each employee’s strengths and then create opportunities for them to use those strengths in their work.
Set agile goals: I would set agile goals with my employees. This would help to ensure that they are always working on something that is important to the company and that their goals are aligned with the company’s goals. I would also regularly review goals with employees to make sure that they are still relevant and achievable.
Provide ongoing development: I would provide my employees with ongoing development opportunities. This would help them to grow and develop their skills, which would lead to better performance. I would offer training, coaching, and mentoring opportunities to my employees.
I would also do the following differently:

I would make the performance management process more transparent. I would share the goals and expectations with employees from the beginning and I would give them regular feedback on their progress.
I would make the performance management process more collaborative. I would get input from employees on their goals and I would work with them to develop a plan to achieve those goals.
I would make the performance management process more rewarding. I would provide positive reinforcement for employees who are meeting or exceeding expectations.
I believe that this approach to performance management would be more effective than the traditional approach. It would help to improve employee performance, engagement, and development.