Veja como você pode transmitir a influência do desempenho no crescimento da carreira como gestor.

Performance discussion should not be looked up as reaction of past year and what is achieved. You need to simultaneously talk about what needs development for future responsibilities and role. It will be appropriate to keep it ongoing till expectation setting is done and a growth path is discussed. Few Managers feel lazy to discuss individual career growth, thinking everybody knows the next level of career ladder and also can read description for responsibilities. No one talks to team member where you lack or are best and how to leverage these feedbacks. Only good coach will know how to do it in right way. Manager has to be good coach.

For sure we can empower our team by linking their performance to growth! Let me suggest how - we can Regularly check in to discuss goals, progress & areas for improvement. Always use feedback as a chance for learning & skill development. Create personalized development plans with clear goals, training opportunities & mentorship. We should also celebrate & reward strong performance to boost motivation. Concurrently my suggestion is that we can recommend high performers for challenging projects, leadership roles or training. This approach will always motivate our team, retains top talent & it automatically helps everyone reach their potential.

In a rapidly evolving business landscape, understanding the correlation between performance and career growth is essential for every manager. As a seasoned HR professional, I believe that consistent high performance opens avenues for advancement and recognition. It’s not just about achieving targets but excelling in communication, demonstrating leadership skills, showcasing problem-solving abilities and fostering team spirit. These are key indicators of an individual's readiness to take on higher responsibilities and challenges in their career progression. Remember, your performance today shapes your career trajectory tomorrow!

Success is measure using following points: 1.First set the achievable goals to the team and put some indicators to measure the performance of the team regularly so that they on the track to achieve the ultimate goals. 2.The indicators are easy to understand by the team and they can self access the performance there should be rewards to give by achieving some level to motivate the team members.

Growing up in an Indian household, success was equated with financial achievement, seen as a measure of social strength. However, as I matured, I realized this pursuit was like a dog chasing a car—endless and without clear purpose. This led me to redefine success with a systematic approach to avoid burnouts. In our team, we initiate discussions on defining success by first identifying both company and personal life goals. This step ensures that our pursuits are meaningful and aligned with motivations. Once these goals are established with logical reasoning, we then delve into career pathing and promotions. This approach makes success tangible. Motivation consistently flows and team does not seek shortcuts. Work-life balance prevails :)

In today's corporate environment, providing feedback can feel like entering a high-stakes arena, with heightened sensitivity and stringent policies influencing every word managers utter. 1. Thoroughly investigate the issue at hand and conduct a rigorous analysis using the "3 Whys" exercise to uncover the root cause. 2. Focus the feedback on no more than 3 specific, measurable points to ensure clarity and actionable insights. 3. Always conclude the session on a positive note. Highlight the benefits of the feedback, emphasizing how it supports professional development and paves the way for future career advancement. Withe this, managers can ensure sessions are constructive, foster growth & maintain positive relationships within the team.

99% of the time your manager is already aware where does your performance stand and by the time it's about time you will just be given the rating basis a conscious awareness that your manager has made up about your work deliverables. Hence, i always recommend record and document your milestones as you crush them everytime. Don't wait for a performance feedback or evaluation discussion.

One of the most effective ways I have tried with my team is linking the Organisational goals with their personal goals... because when you motivate them towards achieving the organisational goals, you will find yourself pushing them towards achieving their personal goals too! And they will be eager to do that no matter what... Hence you will have a seamlessly career growth to your team :)

In my view performance is the main consideration for career progression. As a manager it is his duty to give feedback about their performance to his team members so that they can achieve their goals within the given time frame. Manager is required to guide his team members from time to time about their performance, improvements required, teams issues, logistics etc.

Give feedback is the most important step in the performance management we give to take feedback regularly from our clients and the team so as to improve step by step to be on top in the industry.

Setting the tangible and achievable goals is important part in the performance management because it is directly related to the growth of the company. The goal should be such a way that is is Achievable ,Measurable ,relevant ,time bound and should be such that it will motivate the person or team to do more and achieve more.

Set clear, achievable, and aligned goals that inspire and motivate employees, driving both individual and organizational success.

Setting SMART goals are key. Ensure the goals are set in a way to keep the employee motivated, allow for challenge and growth, and are linked to their overall career goals. Employees should be accountable for their goals and ultimately be the driver of them.

Provide targeted training based on performance evaluations to bridge skill gaps, enhance capabilities, and support career growth.

Giving proper training to the induvial and team periodically is important to make the team updated to the situation and take session to new updates which coming in the market .Give tanning on the new technology and software is important to make team prepare to the next move.

Recognizing the achievements and giving the proper rewards to the team regularly is important part in the performance management to keep the employee or team motivated .

Reconhecer um bom trabalho é uma das principais atribuições de um gestor. Colaboradores de alta performance devem ser valorizados, pois isso incentiva ainda mais o seu crescimento profissional. Ter no time alguém que deseja crescer é excelente para qualquer líder. Um profissional com mindset de crescimento assume o protagonismo de sua carreira, praticando sempre o senso de dono em suas atividades. Ele é proativo, busca constantemente aprimorar processos e ações, não terceiriza resultados, assume suas decisões e se responsabiliza pelas consequências. Quer um colaborador de alta performance? Confie, encoraje e reconheça.

Recognizing the achievements in other words empathize and appreciate the efforts put in by the employees to reach that organizational goal

Encouragement while doing right things motivates the employees nonetheless, even sometimes encouraging withnset examples on the bad decisions can boost the morales and motivation

Performance is everything in any sphere ..be it careers, business, sports etc.. without one being performance centric, one can't expect to grow much less survive in this fiercely competitive world..The only formula for that is to be consistent, keep crafting your skills, being adaptive, learn unlearn and relearn and have that mindset of solving problems and helping people along the way

Link performance and outputs (what and how) not only to current role but also to the next role in the career ladder in steps. By doing this both manager and employee will be best placed to have the right conversations when promotion is being considered. The employee will be able to see what growth and development is required if such a promotion is to be attained.

Take the time to listen and understand your team. When their work aligns with their strengths and passions, remarkable outcomes are achieved.