How is performance management going in your organization? If the emphasis is on assessment, it’s likely that employees and managers alike would rather avoid the whole affair. Who wants to judge—or be judged—and face all of the emotional fallout that comes with it?
Instead, I recently have been working with clients to approach performance management as a way to leverage an employee’s contributions toward organization goals.
The subtle but important distinction between performance management and contribution management can turn a once-negative process into a positive “How can I help you succeed?” approach.
For this kind of partnering to work, managers need to have a few prerequisites in place. Without them, you will continue to find yourself assessing and evaluating performance instead of working in tandem with direct reports to help them succeed. Think you are ready for this more positive approach? See how you would score yourself in each of…
View original post 407 more words