The current way of managing performance is broken – as Gallup point out only 2 in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work. Simply put, the purpose of performance management is to improve performance, but traditional approaches have consistently fallen short of this goal.
So, the best managers manage differently. They don’t follow the laid-out route of annual appraisals, engagement surveys and improvement plans to improve employee engagement and performance. Instead they know what motivates and engages their team and understand the basics needed to improve performance.
Not all data helps drive improvements, the key is getting the right data that clearly articulates how teams and people are performing. Sounds easy, right? Well not for a lot of companies and managers, who often don’t have data that can show:
- Performance of teams and individuals over previous weeks, months and years
Team performance, which can be used to help forecast whether there are
enough people to complete the work
- Skills of the individual, comparing this to how they performed at those tasks to see if they are working on the right things
- How individuals’ contributions have impacted on the overall team and company performance.
The modern workforce wants a job that feels meaningful. They need to be able to clearly see how their role contributes to the success of their team and organisation. Gallup have shown that when employees have this sense of purpose, their engagement soars.