By: Elaine Pulakos, Group Leader, Talent Management Solutions and Rose Hanson, Director, Performance Impact Solutions
We had the pleasure of writing a blog for ATD that discusses three types of organizational change and learning that are critical to realizing a performance management transformation.
Read an excerpt of the post below, and click here to read the full text – “A Path to Performance Management Reform” – on the ATD Blog.
Effective performance management provides meaningful, real-time feedback and ensures employees have clear expectations, can solve problems, and are coached to achieve their maximum performance levels. However, the promise of performance management can only be realized through three key types of organizational change and learning.
First, it is ongoing day-to-day behaviors that lead to performance and engagement, not the formal performance management system steps and process.
Second, although managers play a critical role, day-to-day performance involves more than just managers, effective performance management behavior needs to be extended to all colleagues in one’s work network.
And third, four behaviors—Inspire, Adapt, Align, and Grow—are the foundation for high performance.
- Read the full text – “A Path to Performance Management Reform” – on the ATD Blog.
Read part 1, “Goals for Performance Management”.
Read part 2, “3 Ways to Transform Performance Management”.
Learn more about performance management best practices by downloading free copies of our research from cebglobal.com: “Performance Management Can Be Fixed” and “Putting the ‘Performance’ Back Into Performance Management”.
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