PeopleStrong’s Post

Navigating the complexities of performance management can be daunting for HR leaders, from aligning individual performance with business outcomes to managing different appraisal tools and feedback systems. Join our masterclass, as we unpack these challenges and provide actionable insights. 🌟 Got questions? We want to hear from you! Drop your questions about performance management—be it tactical, operational, or strategic. The most intriguing ones will be featured in our masterclass and on social media. Ask here: https://lnkd.in/grcYTAtK 🚀

Are Your Performance Management Practices Future-Ready? Traditional approaches to performance management often fall short of engaging and inspiring top talent. So, what’s the solution? Join Srikant Chellappa, CEO of Engagedly, and Drew Fortin, CEO of Level Talent, for an exclusive AMA Coffee Talk designed for HR leaders. Moderated by Amy Jenkins, Director of Talent Solutions at Engagedly, this session will tackle: ✨Outdated evaluation systems ✨Misalignment with organizational goals ✨Strategies for fostering continuous improvement 📅 Date: December 18, 2024, 1:00 - 1:45 PM CT Bring your questions, coffee, and curiosity for this candid discussion on the future of performance management. Register Here: https://lnkd.in/e4HimQ54 #HRLeaders#PerformanceManagement #EmployeeDevelopment #Engagedly

Are Your Performance Management Practices Future-Ready? Traditional approaches to performance management often fall short of engaging and inspiring top talent. So, what’s the solution? Join Srikant Chellappa, CEO of Engagedly, and Drew Fortin, CEO of Level Talent, for an exclusive AMA Coffee Talk designed for HR leaders. Moderated by Amy Jenkins, Director of Talent Solutions at Engagedly, this session will tackle: ✨Outdated evaluation systems ✨Misalignment with organizational goals ✨Strategies for fostering continuous improvement 📅 Date: December 18, 2024, 1:00 - 1:45 PM CT Bring your questions, coffee, and curiosity for this candid discussion on the future of performance management. Register Here: https://lnkd.in/e77G_qsE #HRLeaders#PerformanceManagement #EmployeeDevelopment #Engagedly

Are Your Performance Management Practices Future-Ready? Traditional approaches to performance management often fall short of engaging and inspiring top talent. So, what’s the solution? Join Srikant Chellappa, CEO of Engagedly, and Drew Fortin, CEO of Lever Talent, for an exclusive AMA Coffee Talk designed for HR leaders. Moderated by Amy Jenkins, Director of Talent Solutions at Engagedly, this session will tackle: ✨Outdated evaluation systems ✨Misalignment with organizational goals ✨Strategies for fostering continuous improvement 📅 Date: December 18, 2024, 1:00 - 1:45 PM CT Bring your questions, coffee, and curiosity for this candid discussion on the future of performance management. Register Here: https://lnkd.in/guHEwSvz #HRLeaders#PerformanceManagement #EmployeeDevelopment #Engagedly

Are Your Performance Management Practices Future-Ready? Traditional approaches to performance management often fall short of engaging and inspiring top talent. So, what’s the solution? Join Srikant Chellappa, CEO of Engagedly, and Drew Fortin, CEO of Level Talent, for an exclusive AMA Coffee Talk designed for HR leaders. Moderated by Amy Jenkins, Director of Talent Solutions at Engagedly, this session will tackle: ✨Outdated evaluation systems ✨Misalignment with organizational goals ✨Strategies for fostering continuous improvement 📅 Date: December 18, 2024, 1:00 - 1:45 PM CT Bring your questions, coffee, and curiosity for this candid discussion on the future of performance management. #HRLeaders #PerformanceManagement #EmployeeDevelopment #Engagedly

Are Your Performance Management Practices Future-Ready? Traditional approaches to performance management often fall short of engaging and inspiring top talent. So, what’s the solution? Join Srikant Chellappa, CEO of Engagedly, and Drew Fortin, CEO of Level Talent, for an exclusive AMA Coffee Talk designed for HR leaders. Moderated by Amy Jenkins, Director of Talent Solutions at Engagedly, this session will tackle: ✨Outdated evaluation systems ✨Misalignment with organizational goals ✨Strategies for fostering continuous improvement 📅 Date: December 18, 2024, 1:00 - 1:45 PM CT Bring your questions, coffee, and curiosity for this candid discussion on the future of performance management. Register Here: https://lnkd.in/gGg5nS9A #HRLeaders#PerformanceManagement #EmployeeDevelopment #Engagedly

Reflections on Performance Management: How to Make Meaningful Progress In his recent article, Dave Ulrich cites a number of sources highlighting that pretty much all stakeholders (including employees, executives and HR leaders) are unhappy with their performance management systems. Ulrich lays out a four-step process for performance management (see Figure) comprising: (1) Clarifying expectations with meaningful goals. (2) Measuring and tracking performance. (3) Allocating financial and non-financial rewards. (4) Having positive coaching conversations. Dave then highlights the recently launched 'Manifesto for Flourishing at Work', a collaboration of practitioners, consultants, and academics to reinvent performance management. He highlights three critical topics from the manifesto: "First, align performance and purpose by making sure that performance encourages progress towards a company’s purpose that includes all stakeholders. Second, manage the complex system of performance by focusing both on individuals within the system and also the system itself. Third, ensure that leaders are secure enough in themselves to use their power to empower others and to allow employees to contribute to their own improvement." Dave's article is featured in the June edition of Data Driven HR Monthly, which selects and curates the best HR, future of work and people analytics resources of the month. See here: https://lnkd.in/ePEbDzq5 #humanresources #leadership #culture #performancemanagement #employeeexperience #peopleanalytics #futureofwork #reward

**Reflections on Performance Management: How to Make Meaningful Progress** In today's ever-evolving business environment, performance management systems are often viewed with discontent by employees, executives, and HR leaders alike. Dave Ulrich's recent article sheds light on this pervasive dissatisfaction and proposes a four-step process to revitalize performance management. These steps include clarifying expectations with meaningful goals, measuring and tracking performance, allocating financial and non-financial rewards, and having positive coaching conversations. 1. **Clarifying Expectations with Meaningful Goals**: Setting clear, achievable, and relevant goals is the cornerstone of effective performance management. Meaningful goals align individual contributions with organizational objectives, providing employees with a sense of purpose and direction. By involving employees in the goal-setting process, organizations can foster ownership and commitment, leading to higher engagement and motivation. 2. **Measuring and Tracking Performance**: Accurate measurement and tracking of performance are essential for providing objective feedback and identifying areas for improvement. Implementing robust performance metrics and regular check-ins ensures that progress is monitored consistently. Utilizing technology and data analytics can enhance the accuracy and efficiency of performance tracking, enabling real-time insights and timely interventions. 3. **Allocating Financial and Non-Financial Rewards**: Recognizing and rewarding employees' efforts and achievements is crucial for maintaining motivation and satisfaction. A balanced approach that includes both financial incentives (such as bonuses and salary increases) and non-financial rewards (such as recognition, career development opportunities, and flexible work arrangements) caters to diverse employee preferences and reinforces positive behaviors. 4. **Having Positive Coaching Conversations**: Constructive feedback and coaching conversations are vital for continuous development and growth. Shifting from punitive evaluations to strengths-based coaching fosters a supportive environment where employees feel valued and encouraged to improve. Regular, empathetic, and forward-looking discussions between managers and employees can build trust, enhance skills, and drive performance. To make meaningful progress in performance management, organizations must embrace these four steps with a commitment to transparency, empathy, and continuous improvement. By aligning performance management practices with the needs and aspirations of all stakeholders, companies can transform dissatisfaction into engagement, fostering a culture of high performance and mutual success.

What do employees care about when it comes to performance management? Much has been written on the topic of performance management, but many workers still find it bureaucratic and unfair.    In the latest episode of McKinsey Talks Talent, talent experts Bryan Hancock and Brooke Weddle unpack the findings from our global survey on performance management. They discuss what works and what doesn’t, and the changes organizations should make to ensure their feedback, ratings, and review processes are on track.    Listen below for a snippet, and check out the full episode here: https://mck.co/3AOKfYa     #Talent #Performance #Management 

With leadership teams laser-focused on performance management right now, managers are feeling the pressure to get it right. Luckily, taking the confusion and anxiety out of performance reviews isn't difficult — if you have the right resources. 😉 Start by providing your managers with a simple template so they know what good feedback looks like. It should include (among other things): • High-level feedback • Key accomplishments • Superpower • Development areas Don't have your own? Grab a copy of ours! Link in comments 👇 https://hubs.la/Q02yCc9c0 #performancereviews #performancemanagement #hr #hrcommunity