Megan Bickle’s Post

Today I will be engaging in a series of beginning of year performance management conversations. I’m very excited! So often, performance management work gets deprioritized. Like all opportunities for reflection and processing, these conversations are frequently bumped to make way for meetings that feel much more urgent. I am leading a new team. It’s important to me that my team members feel safe, valued, and intentionally developed. Part of that is making sure they are clear about their roles and responsibilities. So for us, July 1 is launching our performance calendar and goal-setting will drive these BOY discussions. It may seems obvious. Everyone should have a formal BOY, mid year and an end of year with their direct reports. But the only way that happens is if the leader creates the space and privileges the time. There are a million great ways to have these meetings. Just make sure you have them. Your people are your most important assets. #peoplecenteredleadership #talentretention #professionaldevelopment

Are your mid-year reviews a struggle for both you and your team? Research shows less than 20% of employees find them inspiring. Our FREE Half-Year Performance Review carousel is perfect for managers who want to transform review sessions into a catalyst for growth and impact! This guide by AMI Enterprise equips managers with powerful strategies for: -Creating a safe & motivating review space -Setting SMART goals (no more ambiguity!) -Providing actionable feedback that sticks -Empowering your team for continuous growth ➡️ Swipe through the carousel to unlock the secrets to effective reviews (and a high-performing team!) ➡️Visit the link in the comments to register for the Management Development Programme today to learn more about performance management. #performancemanagement #leadershipdevelopment #HRbestpractices #talentdevelopment

🌟 From Evaluation to Empowerment: Why Performance Management and Appraisal Are Both Essential 🌟 In the journey of fostering talent and driving results, understanding the distinction between Performance Management and Performance Appraisal is crucial. While often used interchangeably, these processes serve different purposes in achieving organizational and individual growth but go hand in hand!! 👐 🔍 Why this distinction matters: 💠 Performance Management fosters a growth-oriented environment with regular feedback and coaching. 💠Performance Appraisal captures a snapshot of past achievements and rewards, serving as a formal checkpoint. Together, these two approaches create a more holistic picture of employee development, enabling teams and individuals to thrive. Let’s make performance management an integral part of our day-to-day work culture! 🚀 #PerformanceManagement #EmployeeDevelopment #Leadership #ContinuousImprovement #GrowthMindset #WorkplaceCulture #LinkedInLearning

Have you had your performance appraisal yet? Providing feedback to staff can already be challenging for some line managers, but if we're making key feedback mistakes, then we run the risk of making things worse! ❌ In this video, Craig Francourt breaks down five common feedback mistakes we see at work and shares best practices for delivering feedback more effectively.

Only 1 in 5 employees believe that their performance reviews are transparent, fair, or inspire better performance (Gallup). 🔍 So what does good performance management look like? 🌟 According to our Co-Founder and CEO, Alyssa Terrizzano, MBA, strong performance management goes beyond reviews—it's about: ✔ Setting clear goals ✔ Offering support ✔ Driving continuous improvement. Discover the benefits of strong performance management processes and their benefits for your business and employees - both long and short-term! 🔗 https://bit.ly/40Mn1wz 📖 What Does Good Performance Management Look Like? And What Can It Do? via Pierpoint International ⏱️ Time to Read: 4 minutes #PerformanceManagement #EmployeeSuccess #ContinuousImprovement #LeadershipDevelopment #WorkplaceExcellence

As we near the end of the year, many of you may be approaching the dreaded annual performance review season. I’ll be honest, I don’t know anyone who actually likes writing, reviewing, or receiving formal performance reviews. It’s time-consuming, pejorative, and stressful. What people crave is meaningful work, constructive feedback, and a clear path for growth. It’s really that simple. The challenge that we have in most organizations is that people also want a system that is fair and consistent, but every manager does things differently. The best way for you to try to ensure some level of accountability and consistency is by having a structured performance review process. That process doesn’t need to be painful though, and simple is better, as long as you have a culture of ongoing feedback and coaching already established in your organization. If you hate your current performance review process or if you know your leadership teams need more guidance on how to coach their teams for excellence throughout the entire year, let’s talk about how I can help. #hrconsulting #performancereviews #coaching

🎉 Excited to Share! 🎉 I’m thrilled to announce that I have successfully completed a course on Performance Management! Performance management is about enhancing individual and team performance to achieve organizational goals. How to Improve Performance Management: 1. Set Clear Goals: Define specific and achievable objectives for employees. 2. Give Regular Feedback: Provide timely, constructive guidance for growth. 3. Recognize Achievements: Celebrate successes to boost motivation. 4. Encourage Development: Support employees with training and learning opportunities. 5. Communicate Openly: Build trust through regular and honest conversations. This course has equipped me with strategies to create a more productive and engaged workplace. Looking forward to implementing these practices! #PerformanceManagement #ProfessionalGrowth #HRSkills #EmployeeDevelopment #Leadership #WorkplaceExcellence #ContinuousImprovement #GoalSetting #FeedbackCulture #CareerDevelopment #HRProfessional

Make it worhwhile. The end of the year signifies a time of intense activity for organizations, with a focus on wrapping up tasks and planning for the upcoming year. From a task perspective, Leaders and HR are immersed in finalizing the performance management cycle. As we dig into finalizing performance reviews and, in some instances, crafting countless decks for peer evaluations, one might ponder: what is the essence of it all? For those of you currently wrapping up the year, the question arises: how can you transform this process into a meaningful endeavor that not only looks back at the past but also paves the way for a purposeful future? It's a moment ripe for reflection, coaching, feedback, learning, and strategic planning. While I have my own strategies in mind, I am curious to learn about the innovative approaches many of you are exploring. How are you breaking free from traditional norms and exploring out of the box ways to make this process more enriching and impactful for both individuals and the organization as a whole #workingthoughts

How can we ensure effective performance management? This question sounds like a big challenge for many organisations. So, my latest article aims to give you some ideas of how you can explore research questions and experiment throughout the performance management cycle. This process will help you break down the challenges into small and precise moments. This case study highlights MoreThanNow's past experiments from goal-setting, continuous feedback to career development. Read more here: https://lnkd.in/e6Dc3Z9s #PerformanceManagement #HRInnovation #EmployeeEngagement #Leadership #CareerDevelopment #OrganizationalSuccess #behaviouralscience

“Creating Workplace Cultures that People find Motivating” was the title of this week’s workshop in our 7-Part Series on Performance Management. So, here’s a question: what motivates you? Do you know? Are you sure you know? And what are your people motivated by? Do they know? Are they sure they know? Most people skip along the surface of what motivates them and never really dive deeply enough to be sure. The downside of not knowing what moves us deeply is found in not truly knowing why we do what we do the way we do it … we just do it because that’s what we do. Dig for the why that’s within you. Discover the motivators that are central to your being extraordinary. Don’t settle for simple answers to this fundamental question: what motivates you? You owe it to yourself to capture the real answer to that question … The answer that will ignite your passion for contributing in ways you’ve only glimpsed in the past. If it’s time for you and your people to find that spark, send me a message. I’d be very motivated to speak with you … Can you guess why? 🤓