Performance Management always seems to need "fixing". Progressive companies are finding new ways to do it. And we have discovered a wonderful fix driven by managers who make everyday a development AND performance day. This blog lays out what they do.
How can leaders find time to develop people on the job with the crazy crush of 24/7 pressure for results? The answer is counter intuitive: not to act more quickly, but to pause more to slow down to go fast.
No question about it, organizations need processes and policies to put development on the right path. Yet, we regularly hear from managers that programs requiring detailed forms and meetings such as: performance management, IDP’s and succession planning, feel piled on top of their day jobs. Often managers admit to treating them transactionally, which, as we know, has little impact on employee performance and development. The solution?
To make everyday a development day, managers need to go beyond questions. Start with intentionally with growth in mind and have un-meetings: conversations that provide on-the-fly feedback as wells as good questions.
Employees’ interests to develop and grow their careers can be like a strong craving for their special food. They may hold it off for a little while. They may find a temporary substitute. But that hankering will persist until they truly satisfy the hunger. Sure, there are company training and career tools, and the semi- annual formal discussions, but the satisfaction of having career development served up on a regular basis, makes the manager the most crucial ingredient in providing the meal. When the manager is regularly involved in growth and career conversations, then engagement, retention and performance are increased.