Our Objectives
1. Establish a clear purpose for performance management and development.
• Shift away from backward-looking reviews that point out shortcomings • Shift toward fair treatment, providing information and support to help employees control their careers • Our purpose = to enhance performance and support development
2. Build on fundamental, scientifically proven elements necessary for effective performance management
- Goals – establish a few critical goals, with emphasis on aligning individual efforts and engaging team members to set them
- Feedback – foster powerful conversations with timely, relevant feedback which is proven to drive performance
- Accountability – measure the quality of outcomes, of performance feedback and coaching conversations, and of the manager’s effect on performance
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