When looking at the future of workplace performance it is often built around the factor of 2.
- It takes 2 to measure – the ‘what’ (goals) and the ‘how’ (behaviours) to bring a stronger combination of factors to objectively measure the true nature of the performance delivered.
- It takes 2 to build a trusted relationship so that the conversations can become meaningful. Without trust, they are just another meeting in the diary. In order to build trust, we need to bring objectivity through a wider perspective of views and remove the biases that can sometimes unintentionally occur.
- It takes 2 to bring performance to life, through a coach and a player lens, where our managers bring the role of coach to the relationship and the players show openness to being coached.
- It takes 2 to build a rich feedback culture, generously giving and requesting feedback from others.
When we focus on the core relationship of the two key parties, helping our managers become great coaches, and helping our employees drive their own growth and development, we can empower both parties to optimise their experiences. Experiences is the key word here, because we should no longer take the view that performance management is simply a process we run but instead look through the lens of the experience that performance management delivers for our people. Through this lens we can transform our performance management practices to not only manage performance but inspire our people.
Technology can play a vital role in driving the right outcomes for that core relationship. Providing the right coaching at the right time for Managers who find themselves in conversations that require skill to navigate. Putting tools in the hands of our employees to support them to drive their own development, prompting them to request feedback, and understand the patterns of feedback coming to them so that they can articulate their place in the world effectively. Supporting them to have the conversations required to accelerate their development and their career aspirations. It enables us to accurately measure and track the experience for our population, understanding how it may translate differently for different profiles, genders and populations throughout the organisation.