Apr 18 - May 8Phase 1May 8 - 27May 28 - Jun 5
Most managers hate the performance management process and their teams hated it more.We should completely change performance management. The end of year conversations should be no more than a confirmation of what everyone knows. No surprises. All the discussion, data collection and adjustment to objectives and performance should be happening on the job all year long not during one month of the year.
If we look at how the brain works most traditional performance management creates a threat response. It reduces creativity, rational thinking and narrows the individual’s view. Hardly conditions for someone to take on new information and turn it into new behaviour. To make matters worse feedback impacts the employee’s sense of certainty, ‘I thought I knew how to be successful’, their options, ‘you mean I have to do it the boss’s way?’ and their reputation. Most employees feel this is also unfair.
Give employees’ options and control, coaching rather than judging and focusing on what is going right rather than what is going wrong is brain-savvy.