Quantum Workplace’s Post

Why traditional performance reviews fall short: 🚫 Recency bias distorts evaluations. 🚫 Inflexible structure mismatches with dynamic workforce needs. 🚫 Often a one-way street, leaving employees disengaged. A continuous performance management cycle with ongoing feedback and coaching significantly enhances performance. Boost engagement, performance, and growth with a better performance review system! 📈

Some good news! 🚀   Our latest research reveals promising changes in performance management:   ✨ Employees report recent updates in performance management processes ✨ Feedback from managers has increased ✨ Employees and managers are having frequent meetings ✨ More employees are setting performance goals   But there's still work to be done...   ❗ More than half of employees say performance management processes are not a good use of time. And they don't motivate them to improve performance   Performance management is often divided into traditional and continuous approaches. But there’s no one-size-fits-all organizations. Many organizations need to find a middle ground.   Learn how to transition to a more continuous approach: https://hubs.ly/Q02M48nt0

Traditional performance management practices, with decades-old, rigid and frustrating review processes, are not only antiquated -- they're ineffective. Shifting from a mindset of traditional to re-engineered performance management requires managers to think of themselves as coaches. And when managers have timely, performance-related conversations that reflect this principle, manager-employee interactions feel encouraging, engaging and rewarding in ways that annual reviews do not. Uncover more employee perceptions on management and leadership here: https://lnkd.in/gveCzsST

This shift pays off. When you lead as a coach, you help the team play at their very best. How do you shift? Like anything valuable, coaching skills require work to develop. I am working with leaders every day to advance their coaching skills. Join me. Shoot me a note in the comments or send me a DM. Trust, the shift pays off. #leadership #coaching #team #performance

Two thoughts here: 1. Feedback is so crucial to learning, performance and outcomes and 22% really isn't good enough. We need to increase feedback (up, down and sideways) to get better results. 2. In my opinion, the problem with feedback is delivery 🤯. When feedback is delivered poorly it creates defensiveness, instead of enabling improvement. Not knowing how to properly deliver feedback means that you could be sabotaging your success and the success of those around you. 💡 Make feedback meaningful; make sure there is a good balance between positive and constructive (and it's not 50/50); and leaders, ask for feedback from your team regularly - it is essential for building trusting relationships and for your own development. If you are interested in improving the way you and/or your leaders give and receive feedback, DM me or contact The Culture & Leadership Collective for information on our bespoke coaching and leadership programs. #culture #cultureandleadership #performance #leadership #leadershipdevelopment #leadershipcoaching

Imagine finding out that the coach of your favorite sports team only reviews each player's performance at the end of the season. After the last game, the coach... ❎ Gives them a few things to work on that will shore up their weaknesses ❎ Outlines expectations for the upcoming season ❎ Assigns some goals ❎ Gives them a fist pump encouraging them to work hard ❎ And then says, "we'll see you at the end of the season." You'd call for the proverbial "coaching change." So why is it that so many in the business world do the same thing? ⚠ That is, unless someone is underperforming. Then they get to have 1:1s and maybe a performance plan. Now imagine the leader that... ✔ Helps their team get from their current state to a better one. ✔ Provides feedback on a consistent basis. ✔ Ensures the team believs in themselves. ✔ Encourages learning opportunities. ✔ Outlines, reviews and adjusts strategies. ✔ Develops your strengths so there's continuous improvement. ✔ Creates an environment where conversations occur in both directions. And this happens on a regular basis and that it is "meaningful." #hotelsales #hotelindustry #hospitalityindustry #hospitalityleadership #hospitalityleaders #hospitalitysales #salesleadership #leadershipdevelopment   

Let's give more support to our managers! 📣 Do your managers have the opportunity to learn and grow in their role? Gallup insights that matter. "Managers are feeling the squeeze. Going forward, it will be critical to support and develop managers, as they account for 70% of the variance in their own team’s engagement." Great article full of important findings for all of us to level up individual, team and organizational success! #cliftonstrengths #talentdevelopment #talentmatters #strengthsdevelopment #managerdevelopment #leadershipdevelopment #leadershipcoaching #coaching #learningculture #learninganddevelopment #strengthsbasedleadership #growwithstrengths #growingleaders

Performance management goes beyond annual reviews—it's about continuous feedback, fostering personal and professional growth, and aligning individual goals with company objectives. Are you looking to elevate performance management within your organization? Join us later this month for an insightful webinar where we'll explore how Culture Amp leverages its own platform to drive success. https://bit.ly/3yGF8Z3

The article provides insightful recommendations to upskill managers to coach and the employee engagement outcomes resulting from a focus on areas of strengths versus areas of development. If you aren't sold on strengths-based leadership and coaching, Gallup provides scientific data to back up the benefits. #employeeengagement #leadershipdevelopment #coaching #upskilling  

As a manager, understanding the power of connecting, engaging and empathizing with your team members is a path on the leadership journey. A major shift on that path is speed and frequency of their interactions with you. Think about it…how much has the speed of information flow today affected expectations on instant feedback? I remember the transition from fax to email and how that generation built their work models around that pace. Today, we have 2 generations in the workforce that have never lived in their adult lives without email and cell phones. Making it a point to regularly check in and engage with team members, through the method that best suits that team member, is expected. Build it into your plan. #communication #coaching #leadership