{"id":347,"date":"2017-08-19T17:00:07","date_gmt":"2017-08-19T15:00:07","guid":{"rendered":"https:\/\/www.hpbbnieuws.nl\/?p=347"},"modified":"2017-08-19T17:01:03","modified_gmt":"2017-08-19T15:01:03","slug":"from-performance-management-to-feedback-culture","status":"publish","type":"post","link":"https:\/\/www.hpbbnieuws.nl\/?p=347","title":{"rendered":"From performance management to feedback culture"},"content":{"rendered":"

Post van Patrick Willer op Linkedin.com, juni 2016<\/em><\/p>\n

From Performance Management to Feedback Culture<\/h2>\n

The purpose of a business is to create customers.\u00a0<\/strong>Sharper performance results in more and happier customers.<\/strong>Thus\u2026 we aim to optimize performance, hence the business term: Performance Management.<\/strong><\/p>\n

Sounds simple, but of course it isn\u2019t. Humans have a lust for control and have developed quite a few mental concepts to \u2018control\u2019 performance management; processes, ratings, manuals, competency frameworks, forms, collective labor agreements, etc. While all these things once had a purpose, the sum of it is\u00a0not\u00a0<\/em>fit for duty 16 years into the 21st century.<\/p>\n

It doesn\u2019t take an academic study to know, to feel that these concepts are obsolete when we like to advance team collaboration. In today\u2019s fast changing environment,\u00a0collaboration<\/em>\u00a0is the key, because it\u2019s the only path to\u00a0innovation<\/em>, which is the only path to happy customers.<\/p>\n

What really matters is this: People connecting and leaving each other valuable feedback to improve the way you work.\u00a0That<\/em>\u00a0will drive performance.<\/p>\n

Let\u2019s look at what we need to stop doing (the old) and what we need to start doing (the new).<\/p>\n

<\/p>\n

While some things (need to) change, others remain pivotal. The following six topics are fundamental for any performance management process and culture. Including six questions to challenge yourself how your transition to modern performance management.<\/p>\n

1.<\/strong>\u00a0Workforce Alignment is fundamental<\/strong><\/p>\n

Aligning<\/em>\u00a0the employees to the\u00a0right<\/em>\u00a0set of objectives remains\u00a0the<\/em>\u00a0success factor. Showing employees the\u00a0purpose<\/em>\u00a0of the company and\u00a0what<\/em>\u00a0is expected of him\/her is the most important factor in performance management.Without workforce alignment, any performance management process\u200a\u2014\u200aannually or instantly\u200a\u2014\u200ahas no frame of reference and is entirely useless.If your mission and strategy is sound and your workforce is connected and engaged, then all they need is\u00a0real time meaningful feedback<\/em>, peer coaching and mentoring.<\/p>\n

Pro-active alignment is more important than re-active measurement<\/em><\/p><\/blockquote>\n

Ask yourself: How is goal alignment incorporated in your new Performance Management process?<\/strong><\/p>\n

2.<\/strong>\u00a0Feedback is magic<\/strong><\/p>\n

Feedback is essential for people to connect and learn from each other. The better people can exchange feedback, the stronger their network and its outcomes in terms of collaboration and cooperation. This feedback needs to be constructive and authentic to become\u00a0meaningful\u00a0<\/em>and instrumental inanimating teams and corporate culture.<\/p>\n

And it needs to be\u00a0real-time<\/em>! Why? Well if there is one thing our multitasking social media world is messing with, it\u2019s our ability to remember. If I make mistakes helping out a client, then immediate feedback is needed. Not 11 months later in my performance review. You have to make hay when the sun shines! This has nothing to do with generations Y (Millennials<\/a>) or Z (iGeneration). It\u2019s the world turning faster.<\/p>\n

Giving feedback is a skill. Educating the workforce to give each other authentic feedback is the single most important aspect of performance management<\/em><\/p><\/blockquote>\n

Ask yourself: How have you integrated real time, continuous, open feedback in Performance Management?<\/strong><\/p>\n

3.<\/strong>\u00a0Space for mistakes is crucial<\/strong><\/p>\n

Everybody knows that people learn from mistakes. That\u2019s how children grow up and how we evolve as a species. But how many performance management processes allow employees to make mistakes? They are often constructed to do the opposite. Employees covering up mistakes, because their sole focus of the performance management meeting is to get a salary increase. And managers are breaking their minds on how they should apply the mandatory forced rankings. Both are not helping to create an environment for healthy mistakes.<\/p>\n

Ask yourself: How do you allow people to make errors and learn?<\/strong><\/p>\n

4.<\/strong>\u00a0From judging to mentoring<\/strong><\/p>\n

Too many performance conversations are one way traffic where the manager is \u2018judging\u2019 the employee. Stop managing. Start leading. Don\u2019t tell employees what to do. Involve them, explain things to them and demonstrate how it\u2019s done. Not annually, but constantly and empathically. Coaching and mentoring programs are often separated from the performance management process. While rethinking the performance management process it\u2019s worth to rethink a tighter integration between them. Coaching and mentoring are the real-time components that drive the effectiveness and productivity of teams. A crucial component of performance.<\/p>\n

Ask yourself: How are prot\u00e9g\u00e9, coach and mentor relationships incorporated in your new performance process?<\/strong><\/p>\n

5.<\/strong>\u00a0Time to rethink performance vs compensation<\/strong><\/p>\n

6.<\/strong>\u00a0Time to rethink the purpose of ratings<\/strong><\/p>\n

7.<\/strong>\u00a0Performance of contractors needs to be managed too.<\/strong><\/p>\n

Zie voor een toelichting op deze laatste drie punten het originele artikel<\/a>.<\/p>\n

Where to go from here?<\/strong><\/p>\n

A new performance management \u2018system\u2019 can only be applied in a\u00a0new paradigm<\/em>. I do not believe that you can have a hierarchical management structure\/culture and then move to team based feedback. This would be\u00a0a step back<\/a>\u00a0from traditional performance rating as most of us have today.<\/p>\n

There is no way around it: to be successful you have to animate the culture, management style and attitude that propels performance management to the next level.<\/p>\n

Bron: klik\u00a0hier<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Post van Patrick Willer op Linkedin.com, juni 2016 From Performance Management to Feedback Culture The purpose of a business is to create customers.\u00a0Sharper performance results in more and happier customers.Thus\u2026 we aim to optimize performance, […]<\/a><\/p>\n<\/div>","protected":false},"author":3262,"featured_media":348,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4,3],"tags":[9,15,82,30,35,43],"class_list":{"0":"post-347","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-hr","8":"category-organisatie","9":"tag-beoordelen","10":"tag-communicatie","11":"tag-engelstalig","12":"tag-hr","13":"tag-management","14":"tag-organisaties"},"_links":{"self":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/347","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/users\/3262"}],"replies":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=347"}],"version-history":[{"count":2,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/347\/revisions"}],"predecessor-version":[{"id":351,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/posts\/347\/revisions\/351"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=\/wp\/v2\/media\/348"}],"wp:attachment":[{"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=347"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=347"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.hpbbnieuws.nl\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=347"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}