Regardless of workforce shifts and changes, people remain organizations’ largest expense and greatest competitive advantage. In a knowledge and skills-based economy, it’s not just an organization’s products and services that define success but also the people who develop and deliver them.
Workplace changes are leaving employees feeling overwhelmed, disengaged and not focused on reaching their performance potential – let alone the scorecard measurements for employees. Many companies address deficiencies in the annual performance review, often viewed as antiquated and disconnected from the AOP business plan / strategy.
Performance management is often a source of great frustration and anxiety for employees who do not clearly understand their goals or what is expected of them at work. For these employees, annual reviews and developmental discussions feel forced and superficial, and it’s often impossible to think about next year’s goals when they are not even sure what tomorrow will throw at them.
Next generation of performance management ties employee satisfaction, contribution and making ongoing performance management a part of how organizations run their business, not just an annual “fill in the form” exercise. Specifically, next-generation performance management is:
True employee engagement represents an alignment of maximum satisfaction for the individual with maximum contribution for the organization. Five essentials must be addressed for increasing employee engagement leading to maximum employee contribution. We have the experience and know-how to collaborate with you on improvement areas inside your organization. In combination with ongoing succession planning and leadership, the workplace changes occurring today can be more confidently managed to ensure AOP success.