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Does your organisations performance management drive employee engagement?

Today a large percentage of employees work in service or knowledge related jobs. Their performance is driven by their skills, attitude, customer empathy and by their ability to innovate and drive change by working through teams.

These skills are built over time and successful performance management is focused on constantly developing these capabilities rather than ranking them at any one moment in time.

Managers who provide continuous coaching and development and regular feedback are much more likely to achieve high performing teams.

In a recent report, more than half of executives surveyed believed their current performance process does not drive employee engagement and high performance. The days when managers lead from a position of command and control are over. In today’s high performing teams, employees take ownership of their own performance and act on their own to improve their capabilities. Managers become coaches rather than evaluators and employees are given the knowledge and tools they need to improve and succeed.

Many organisations are re-evaluating their performance management processes, replacing old style rigid annual reviews. New models aim at providing employees at all levels with practical steps they can take and the skills necessary to reach the next level of achievement within their organisation.

Training managers to give better feedback that drives performance rather than driving employees to look elsewhere is key.

Every organisation needs to decide which system best reinforces their organisations talent management strategy. Best advice is to keep it simple, separate performance from compensation reviews and reduce the number of forms....make it easy to use.

Hold everyone accountable and don't just concentrate on superstars. Coach everyone and give them their own development and training plan to improve. Search for opportunities to give the 'broad middle' opportunities to flourish and feel valued. Performance management can be highly effective, but there is always a danger that it is viewed by managers as little more than an administrative drill. In a world where employee retention and workforce capability are huge indicators to success, many employers are seeing that they need to reassess and update current systems.

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