Great organizational culture is often thought of as an art of a magical tool, the spell of which is known only to a few. Over the last few years, the…
If you type “effective performance management” in Google, you will get about 40,90,00,000 results. Whoa! That’s a huge number for this simple keyword.
There are good employees and there are some who are just exceptional! The exceptional ones carve out new paths for innovation, employee performance, and success.
Employee motivation is critical because it directly or indirectly affects quality of work, performance and engagement levels. Traditional approaches have failed to look at these parameters.
The ultimate aim of performance management is to improve employee performance and productivity which helps organizations reap the benefits of a highly productive workforce. Organizations everywhere are struggling with this.
The expectations of the modern workforce do not match what organizations have been offering for decades now. For starters, they do not prefer waiting twelve months to know how they have been doing.
Employee performance issues are real and they need careful analysis before managers and leaders jump into giving numbers to these intangible concepts.
Despite so many tools available to change the way ineffective systems of performance management works, there are seldom good things said or experienced about them. Everyone has a performance review once or twice a year, but rarely would anyone go out of their way to mention how positive the whole experience is.
Last year, Gallup released a report which highlighted alarming statistics on the world facing an employee engagement crisis. Discussions are many and leaders in organizations also understand the importance of employee engagement.
It’s true! There is something seriously cursed about performance management. No matter what you do, it somehow always falls flat. Heaven knows this isn’t because there is a dearth of tools out there.