Performance Management Now and All Year Long
By Bill Gentry
What do you think of when you hear it’s time for performance management? Perhaps it feels as simple as a Workday prompt, or builds a sense of anxiousness as you prepare to formally sit down and receive feedback on your work.
No doubt, part of performance management is having that one single year-end performance review. But performance management should not be considered an anxiety-inducing, once-a-year practice. Research shows that we want more feedback than we are getting from our leaders. Effective leaders give feedback more often – weekly if not daily – to the people they lead and serve compared to ineffective leaders. And those who request or ask for feedback from others are seen as more effective as well.
WFU’s philosophy around performance management is that “Performance Management is an ongoing, collaborative partnership between a manager and employee that occurs throughout the year. It is important for leaders to have frequent, candid performance conversations with their staff, using the techniques of coaching, modeling, reinforcing, and providing feedback.”
Clear performance expectations and effective communication empowers employees, increases engagement, fosters a sense of belonging, and improves overall expectation alignment. If we think of performance management as a year-round effort, and not just a one-time task, think of the differences that could occur:
- We will feel more appreciated at work
- We will feel as if someone is investing their time and efforts in our own development
- Corrections can be made faster and more timely
- We will be more engaged in our work
- Better clarification of job responsibilities and expectations
- Enhanced individual and team productivity and performance
- Improved communication between employees and supervisors
Develop a two-way communication system to integrate feedback and enhance you and your team’s performance. The following two courses are self-directed in Workday and may be worked through at your own pace.
May the two words “Performance Management” mean something different to you now, and may that be a part of an everyday effort that occurs year-round, to best serve each other.
Continue your professional development with HRLD: