You're transitioning into a Performance Management career. How do you ensure success?

To ensure success in my transition to a performance management career, I focus on building strong relationships with colleagues and stakeholders, actively seeking feedback to refine my skills, and staying updated on industry trends. I'll be committed to continuous learning and improvement, leveraging my analytical mindset and passion for helping others achieve their potential to drive positive outcomes in performance management initiatives.

First question, have you done the work? Non-swimmers can't teach swimming. If you want to help others improve their performance, you need to have done the work to improve your own performance, been part of teams that were pro-active about performance, and have a clear process to explain and train others to match or exceed your results.

In transitioning into a PM career, skill and competence assesment is important to know what the gaps are and identify training needs accordingly. Engaging professionals in the field also is helpful to aid speedy development

The system for performance improvement IS a "one size fit's most". Performance improvements are about people and irrespective of the industry, humans are pretty similar. They have similar desires for their workplace experience. You need to understand people to help them improve their performance - we aren't that complicated. The best performance improvement strategies appeal to people's intrinsic motivation - that's the common system.

This summarizes the approach of ensuring success in the transitioning 'Performance management is not a one-size-fits-all approach. ........... You need to understand the vision, mission, values, and strategy of your organization, and how they align with your performance management goals.'

To ensure success when transitioning into a Performance Management career, communication cannot be overemphasized. The communication must center around the goals, expectations, process, etc.

A performance manager needs to always approach everything with a learning mindset. This applies as much to their skills and competency as it relates the system they are trying to improve.

It’s also important to have a sit down with management to know exactly what they intend to assess and how they want to tie performance with reward. An excellent performance management process without a good handshake with rewards makes a complete nonsense out of the whole process. People need to be assured that if they achieve certain feats or get certain scores from appraisal x, y, z is the reward. It should not be left at the discretion of how the Line Managers feel or who is a pro at playing office politics. Everyone should have a fair chance when it comes to reward, based on how good or badly they perform.

We don't get to slack. Our ability to help other's with their performance is directly related to our own self awareness, intrinsic motivation, and ability to improve our own performance. This means we need to apply the same level of inquiry, critical thinking, and weakness assessment to ourselves - to improve our performance. We need to learn, practice, and adapt to stay ahead of the game.