What are the best ways to identify and capitalize on new opportunities in performance management?

While groundbreaking ideas are valuable, often, the most significant improvements come from small, incremental changes. Don't overlook the power of simplicity and small adjustments that can be quickly implemented. They can lead to tangible improvements in employee performance, satisfaction, and organizational outcomes. It's essential to balance the pursuit of ground-breaking innovations with a focus on continuous, practical enhancements.

The growth mindset should be expanded to employees and their priority. Performance management, where discussion about employees career path is included, can make this concept (performance management meetings and actions) as a two way road. So that can make employees more engaged with development plan and innovation efforts.

A key ingredient for me as a leader is to create a psychologically safe environment where it's ok to try experiment, learn, and iterate to generate curiosity and ultimately innovation!

it is still not proven that growth mindset could be improved in adulthood at all - definitely not in the labour environment, we are talking about psychological depth, therapy could help to one, but it is definitely years

Instead of “performance management,” we talk about performance and development, which is an intentional reframing. The focus is not just on past performance, but on future development to deliver even greater impact and ultimately achieve your career goals. Everyone is asked not just to capture their impact for the coming period, but to think about ways they will focus on growth and development in the period ahead. A growth mindset culture can help with this as you think about elevating the importance of learning and skilling across your organization.

A learning culture drives all employees forward. They know that they have the freedom to explore. They know that learning behavior is rewarded. And they know they can mentor and coach others to perpetuate the culture.

We conduct an annual Performance & Development survey which we send to a subset of employees across all geographies, business groups, roles and levels. It helps us gauge how we are doing relative to our P&D objectives and where we have opportunities to improve. Our partners across HR are also able to leverage the survey insights for their own planning purposes. We also leverage telemetry data from our tools and qualitative feedback from regular focus groups and interviews with senior stakeholders. All of this helps inform our P&D strategy and ensures we are taking a customer-driven approach to support our company’s culture and business goals.

In performance management, tapping into feedback has been a game-changer. It's a reservoir of insights for identifying and leveraging new opportunities. Gathering and analyzing feedback from various sources – team members, managers, or customers – provides a panoramic view of performance areas needing enhancement and those excelling. Acting on this feedback by acknowledging and integrating it into my action plans has been essential. It allows me to address weaknesses, bolster strengths, and continuously refine my skills. It's about creating a feedback loop that drives improvement, builds strong relationships, and enhances professional reputation. In a nutshell, feedback guides performance management towards new horizons and possibilities.