HR HeadStart #7: Performance Management; Career Advice; Climate Change
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The Talent Agenda One of the most enduring (and anxiety-inducing) features of corporate life is Performance Management. The typical way it works is that goals are set at the beginning of the year, some feedback may be provided mid-way through the year and, at the year-end, one gets a performance rating, which is linked to pay increments and bonus/incentives. A typical company may end up spending thousands of hours on the process, with little in terms of benefits. Many leaders don't see the value in it and employees can feel disgruntled by the process. The problem often is that performance management approaches have not kept pace with the changing nature of business and work. The traditional approach is slow, rigid and often backwards-looking i.e. a report card of the year gone by, rather than a forward-looking approach to enhance performance.
HR HeadStart #7: Performance Management; Career Advice; Climate Change
HR HeadStart #7: Performance Management…
HR HeadStart #7: Performance Management; Career Advice; Climate Change
The Talent Agenda One of the most enduring (and anxiety-inducing) features of corporate life is Performance Management. The typical way it works is that goals are set at the beginning of the year, some feedback may be provided mid-way through the year and, at the year-end, one gets a performance rating, which is linked to pay increments and bonus/incentives. A typical company may end up spending thousands of hours on the process, with little in terms of benefits. Many leaders don't see the value in it and employees can feel disgruntled by the process. The problem often is that performance management approaches have not kept pace with the changing nature of business and work. The traditional approach is slow, rigid and often backwards-looking i.e. a report card of the year gone by, rather than a forward-looking approach to enhance performance.