Performance Management: 5 Drivers for Success
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Management Involvement
Managers are responsible for setting performance expectations, providing feedback and coaching, and recognizing excellent work.
Therefore, managers who involve themselves and support their subordinates will reap rewards that benefit both the individual and the company.
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Big Audacious Goal
Organizational cultures should place an emphasis on smaller goals that aligns with employee performance. These goals can be collaboration goals or professional development goals.
Creating a goal with the employees creates engagement and thus make it easier for them to see how their work helps the company.
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Learning and Development Activities
Companies that want high-performing employees and retain them should allow themselves to invest in learning and development programs. This allows the employees to accomplish their goals - both now and in the future.
Remember: A company is the sum total of what employees achieve individually, thus, organizations should do everything that they can to ensure that their employees perform at their peak.
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Feedback and Coaching Sessions
Employees want to do a good job and a way to ensure that they are is to give constructive feedback form time to time. Constructive feedback is necessary for an employee's ongoing development.
Moreover, feedback clarifies expectations on what they've done well, what they could improve, and this helps them learn from their mistakes and build confidence.
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Performance Management
Performance management is where management involvement, setting goals, investing in learning and development, and coaching sessions are brought together.
When managers and employees collaborate well together it leads to improved productivity. Performance management allows us to identify possible areas for development and where we can encourage people to grow in their roles.
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