workplace culture
The way we engage with work today has changed.
Constant advances in technology, multiple genera-tions
and cultures working together and the emergence
of project-based work environments are all factors. A
growing number of organizations are questioning the value of
longstanding HR processes, including the annual performance
review. Increasingly, they’re taking on a different approach: the
next generation of performance management. This focuses much
more on personalized ongoing learning, performance coaching,
employee engagement and goal alignment – instead of tradi-tional,
episodic, HR-driven programs.
When it comes to performance management, annual reviews
and competencies simply don’t cut it anymore. Focusing on, for
example, informal performance check-ins is a great first step, but
it’s not enough. As performance management continues to evolve
from an isolated HR-driven process to an intrinsic part of everyday
business rhythms, organizations should emphasize increased
engagement through employee satisfaction and contribution.
WHY PERFORMANCE MANAGEMENT NEEDS
TO EVOLVE
In the work world, there is an increasingly recognized link between
employee contribution and satisfaction. Both need to feed from
each other (not be treated separately) if organizations want to
realize ideal business outcomes. Addressing contribution or sat-isfaction
alone is not enough to drive excellent results. Traditional
performance management has focused largely only on contribu-tion
– taking a company-centric perspective that focuses on what
the organization can get from its workers, rather than what its
employees need to be – and feel – successful (e.g. culture, fit, learn-ing
and development).
olivier26 / 123RF Stock Photo
The New World of Work
CREATING A HIGH-PERFORMANCE CULTURE
By Hawley Kane
HRPROFESSIONALNOW.CA ❚ SEPTEMBER 2018 ❚ 21
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