Insight and action to help you build a high-performance culture and inspire employee impact.
PERFORMANCE MANAGEMENT TREND
Employees Want to Drive Organizational Success
Employees are motivated to perform when they’re given the tools they need to be successful and inspired to have an impact on team and organizational goals.
Employees are more likely to be engaged when they have goals that focus on their development or align up to the organization’s most important objectives.
Employees are 3.2X more likely to be engaged when their performance goals are aligned with their organizational goals.
Employees who set developmental goals are 2x more likely to be highly engaged than those who don't.
Employees – especially managers – want more recognition for their work. 51% of all employees surveyed said they want more recognition, while 58% of managers said they’d like more.More than half of employees who receive recognition quarterly or less would like more, and 63% of disengaged employees said the same.
When considering various reasons for recognition, 71% of employees said their most preferred recognition was for their performance or accomplishments in their role.
“Customer Surveys and 1:1 cycles help us monitor employee responses to new programs at crucial moments in their employee journey. We can quickly address concerns, contributing to the success of many new initiatives.”
Julie Melidis Director of Learning and Development at Benesch
Anne Maltese Director of People Insights Quantum Workplace
Your approach to performance management is key to organizational success. By using the right strategy, you can both inspire and engage employees and achieve the organization’s goals.
Employees perform when they understand the role they play in the company’s success, can see the impact of their work, receive timely and helpful feedback, and are recognized for their efforts and accomplishments.
Connecting the dots for employees from their organization’s strategy to the work they do every day is so important. Employees are more likely to succeed when they understand, believe in, and contribute to the bigger picture.
To inspire employee performance and impact, you should:
Align individual goals with organizational goals.
Provide regular coaching for improvement.
Recognize top performers and work in connection with performance and company core values.
Your responsibility as HR leaders is to help leadership maintain a workplace where employees can do their best work.
In this video, I talk about the connection between performance and engagement.
Check out our list of resources on the right that’ll help you build a high-performance culture and inspire employee impact.
Employees Want Frequent Coaching, Especially in a Remote Environment
Employees prefer weekly coaching and one-on-one conversations with their managers, regardless of their work environment. However, 43% of remote employees are more likely to prefera weekly cadence, compared to 27% of onsite employees.
More Frequent Feeback Drives Engagement and Retention
More frequent manager-employee one-on-ones can have a significant impact on an employee's engagement and retention. Employees who receive more frequent feedback are 2Xmore engaged, 3X less likely to apply for other jobs, and 1.4Xmore likely to stay at their organization.
46% of all employees want more performance feedback. Managers and leadership are more likely to say they want more feedback. Almost 70% of employees who receive feedback twice a year or less say they would like more. Unengaged employees are more likely to say they want more feedback.
Scooter’s Coffee Empowers Managers with Tools to Maximize Performance
“As a leader of multiple teams, across a broad array of functions, roles and responsibilities, the tool has allowed me to not only be more organized in communicating with and aligning my direct reports, but also to have clear visibility to the communication, development, engagement, and recognition of all levels within my organization.”
Missy McKinley Senior Vice President of Operations at Scooter's Coffee
Anne Maltese Director of People Insights Quantum Workplace
Let’s be honest, managers aren’t always innately skilled at evaluating, managing, or coaching employees to high performance.
But that doesn’t mean it’s not an essential part of their role. You could argue that managers are THE key player in your employees’ performance, growth, and overall success.
Given what’s at stake, organizations can do more to support managers as they work to help their team members, teams -- and ultimately the organization -- to thrive.
The best way to start investing in your managers is by making sure they’re equipped to evaluate, manage, and coach to high performance the right way – in a way that’s aligned with your culture and helps employees grow.
Here are a few things you can do to get started:
Ensure managers understand the organizational strategy and priorities.
Include managers in strategy conversations about your performance management approach.
Outline expectations for clear, transparent communication with employees.
Align on team goals and performance expectations.
Set cadences for managers to have consistent coaching with employees.
Encourage a culture of continuous improvement.
Position managers as a coach, not a critic.
Create avenues for managers to recognize great work.
When organizations empower managers, they inspire everyone on their teams to deliver their best work.
Check out our list of resources on the right that’ll help you empower managers.