A New Look at Performance Management: Recap
In our recent webinar with SD Worx UK , Jan Laurijssen and Kristof Stevens shared five actionable steps to revamp your performance management strategy and guide your leadership towards embracing a growth mindset. Here’s a quick recap.
1. Redefine Performance Management
Traditional performance management models—often centred on setting yearly goals and conducting mid-year reviews—are becoming outdated. The rapid changes in business environments, driven by advancements like artificial intelligence and shifting workplace dynamics, require a more fluid and adaptable approach. We should move towards regular, ongoing one-on-one conversations covering performance and employee development. Set flexible goals that can easily adjust to changing business needs and stay relevant during reviews. Encourage a culture of 360° feedback, supported by the right tools and training, to help employees feel recognized for their efforts and boost engagement.
2. Define Stakeholders
Performance management is not a one-person show; it requires collaboration across the organization. Key stakeholders include employees, managers, HR, and even external clients. Stakeholders should be involved early, ensuring that their needs are met and that they are on board with the new system.
3. Present Your Business Case
Convincing upper management to invest in new performance management systems can be challenging. However, framing the conversation around key performance indicators (KPIs) like employee retention, internal mobility, and even absenteeism can solidify your case. You need to highlight the return on investment and how this will directly impact the organization’s goals. Show how these changes will not only improve employee satisfaction but also contribute to the company’s bottom line.
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4. Talk with Suppliers
HR leaders need tools that integrate seamlessly with existing systems while providing a user-friendly experience. When selecting a supplier, consider whether the tool aligns with your organization's performance principles which you should define in the very first steps. Start with the basics if performance management is new in your organization.?
5. Deploy in Your Organization
The final step is rolling out the new system across the organization. It’s not as simple as telling people to "feel free to use it." You need a well-crafted communication and training plan to ensure everyone understands the importance and benefits of the new tool.