Nichaphat Surawattananon’s Post

Performance management is not dead yet! A big thank you to our President & CEO Jon Hodge for sharing 6 reasons why performance management has never been more critical in the post-pandemic hybrid workplace. Check out the blog post here: https://lnkd.in/eRyXsVTj #performancemanagement #leadership #businessresults

5 Tips that can help you improve your performance management approach: 1. Set Clear Expectations: Clearly communicate goals, objectives, and performance standards to employees so they understand what is expected of them. 2. Provide Regular Feedback: Offer feedback frequently, both positive and constructive, to help employees understand how they are doing and what they can improve. 3. Have growth conversations and support team members to improve: Invest in employees’ growth by providing mentorship and coaching sessions to enhance their skills and knowledge. 4. Recognize and Reward Achievement: Acknowledge and reward employees for their achievements and contributions to motivate them and reinforce positive behavior. 5. Address Performance Issues Promptly: Deal with performance issues as soon as they arise to prevent them from becoming larger problems and to help employees course-correct if needed. #feedbackculture #growth #leadership

Performance management is a key driver of a teams success. While companies in any industry can use similar frameworks to set goals and measure performance, the details of an effective system often vary. Tailoring your performance management approach to your organization's unique needs can significantly boost productivity, engagement, and overall success. Check out our tips for improving performance management and take the first step toward optimizing your teams potential. #leadership #performancemanagement

🌟 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

🎉 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

Managing employee performance allows companies to optimize their processes and improve efficiency and productivity in the workplace. Performance management is a system that uses a set of goals and rewards to encourage team members to dedicate themselves to their work. If you work in a leadership position, it can be beneficial to learn more about performance management, including why you might want to implement it in the workplace. #TKOManagement #PerformanceManagement #Leadership https://lnkd.in/e5YGu5tB

Imagine a workplace where performance reviews spark excitement instead of dread. McKinsey's global survey reveals that only 20% of employees without development conversations feel motivated by performance management. In contrast, 77% of those receiving ongoing feedback and development discussions are motivated. This highlights the power of shifting to a culture of continuous growth. By rethinking performance ratings, setting inspiring goals, and recognizing contributions meaningfully, companies can foster a motivated and engaged workforce. Explore these insights to transform your approach to performance management and drive lasting impact. #Leadership #EmployeeEngagement #PerformanceManagement #ContinuousGrowth https://lnkd.in/gUfrDDRf

I posed a question recently: "Who likes the performance management process?" Not a single hand went up! The reality is clear—nobody enjoys the old approach. Employees, managers, and HR alike are unhappy with rigid bell curves and forced rankings. To address this, we are moving away from annual assessments to more frequent, development-focused conversations for senior roles. 𝐇𝐞𝐫𝐞’𝐬 𝐡𝐨𝐰 𝐰𝐞 𝐚𝐫𝐞 𝐦𝐚𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐬𝐡𝐢𝐟𝐭: - 𝐄𝐦𝐩𝐨𝐰𝐞𝐫 𝐢𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥𝐬: Set clear expectations and encourage ownership for their contributions. 💪 - 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐫𝐞𝐠𝐮𝐥𝐚𝐫 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬: Move from annual reviews to quarterly check-ins. 🔄 - 𝐀𝐝𝐚𝐩𝐭 𝐚𝐧𝐝 𝐞𝐯𝐨𝐥𝐯𝐞: Reflect on what went well and what could be improved, and give time to act on feedback. 🌱 - 𝐅𝐨𝐬𝐭𝐞𝐫 𝐚 𝐠𝐫𝐨𝐰𝐭𝐡 𝐦𝐢𝐧𝐝𝐬𝐞𝐭: Use feedback as a tool for growth, not just evaluation. 🌟 - 𝐑𝐞𝐭𝐡𝐢𝐧𝐤 𝐫𝐚𝐭𝐢𝐧𝐠𝐬: Reflect contributions rather than labeling as good or bad 🎯 What has been your experience with Performance management? How do you think it can be made better? #OrganizationalChange #Leadership #PerformanceManagement

😏Are performance evaluations an opportunity for growth—or just a formality? As leaders, we hold the responsibility to turn every review into a moment of clarity, connection, and accountability. In my latest article, I explore why annual reviews fall short and how a more frequent, intentional approach empowers both employees and leaders to thrive. 📃Highlights include: ✔Structuring performance conversations for maximum impact. ✔Creating objectives that align personal and organizational goals. ✔Addressing low performance constructively as shared accountability. Discover how to redefine performance evaluations for growth and engagement here: https://lnkd.in/eXB9AAzM. How do you approach performance evaluations in your organization? Share your thoughts below! And if you have queries around this subject or others you are welcome to my LeadershipCraft Q&A happening tomorrow as a final session for 2024. If you have time to log in for an hour Zoom meet up, feel free check it out here: https://lnkd.in/eKSt6_VR Have a great day ahead! M.