Acorn’s Post

Do your managers need to shift their mindset around performance management?    Performance Management is for everyone, NOT just your low performers. If you build a culture and practice that recognises high performers need as much guidance as those who are struggling, you’ll benefit from improved staff engagement and increased staff retention.   Everyone benefits from regular feedback and development conversations.  Read more in our latest blog 🔽 https://lnkd.in/eEpUS97K

Did you know 82% of HR leaders say that performance management hasn’t been successful or effective in achieving its primary goals? Why spend so much time and effort on traditional performance management if it’s not doing your organization any favours? Just because we’ve always done things this way doesn’t mean we *should* 😫 But we’ll let you in on a little secret: Making performance management meaningful is actually super easy. You can read all about it here: https://hubs.ly/Q02LRCvc0 #performancemanagement #capabilitybuilding #performancereviews #PLMS

Performance management failing? Do you have a competency framework excel sheet that is pages long, or a book from a consultant that took 2 years to build and $1 million to get? This might be worth a read... #PLMS #Leadership #HR #Learning #performance https://lnkd.in/d8uiiHvi

Performance management is quite straightforward: set goals, provide feedback, evaluate and reward. But each of these steps has choices that must be considered in the light of your business strategy, external conditions and your unique workforce needs. This article by McKinsey & Company is a good mental map to start off: https://lnkd.in/dz4TxFab #performancemanagement #feedback #development

A great review of the current state of performance management and the crucial areas for improvement. With only a fraction of employees experiencing transparent and fair performance reviews, it’s evident that traditional approaches are falling short. The call to action for organisations is clear: it’s time to revolutionise performance management into a continuous, collaborative process. #Performance #Goals

For decades, performance management has been synonymous with annual reviews—a dreaded exercise filled with anxiety and disconnection. This is now an outdated model, focused on top-down evaluations and past performance. In today’s fast-paced environment, employees thrive on continuous feedback, growth opportunities, and a sense of purpose.    Reimagining performance management isn’t just about new tools, it's a cultural shift towards continuous growth and collective success. It’s time to reimagine performance management as a continuous process of performance enablement. Read the latest article by Sonica Aron (She/Her/Hers) in Hindustan Times to know how. https://lnkd.in/eNqadr7c   #PerformanceManagement #ContinuousGrowth #EmployeeEngagement #Leadership #HR #WorkplaceCulture #CareerDevelopment #Feedback #Coaching #MakeADifference Kunal S. Krati Vyas Ishu Chaudhary Bhaskar Batri Nandini Aggarwal

Performance management has four basic elements - goal setting, performance reviews, ongoing development and reward. It is designed to help employees deliver their best. The article by McKinsey & Company provides a comprehensive guide for a) companies to set up better performance management systems that align with the company's strategy and culture and for b) leaders to make choices that are more effective and fit-for-purpose. Performance reviews should balance the "what" (achievements) and the "how" (behaviors and conduct) with a mix of manager and committee evaluations. It also highlights the shift towards ongoing development, focusing on understanding strengths and weaknesses for future growth rather than just past performance. Jules Parke-Robinson, Nikola Vuckovic, Timea Pozzi #performancemanagement, #leadership, #feedback

Understanding what truly motivates employees is key to unlocking their potential. The latest insights reveal that clarity, consistency, and simplicity in goal-setting and performance management are crucial. Involving employees in the goal-setting process ensures alignment with company objectives, fostering a sense of ownership and motivation. Skilled managers are vital in performance reviews, as they provide meaningful feedback and development opportunities. Let’s focus on creating a transparent and engaging performance management system to inspire our teams to excel. https://lnkd.in/gfJkT_Tn #EmployeeMotivation #PerformanceManagement #HRLeadership #BusinessSuccess

Ready to enhance your company's performance management? Take note of these crucial issues to drive improvement and achieve better outcomes. Our latest guide offers actionable insights for every leader. Check it out! https://lnkd.in/dP6ZtZr8

Reinventing Performance Management: Business and HR Leaders Must Lead With Courage