Insight and action to help you build a high-performance culture and inspire employee impact.
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.
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Anne Maltese
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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:
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 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 prefer a weekly cadence, compared to 27% of onsite employees. 
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 2X more engaged, 3X less likely to apply for other jobs, and 1.4X more 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.
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Anne Maltese
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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:
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.
Click on another section to learn more about what's happening in the workplace — and what you can do about it.
● Employees Expect Post-Survey Action
● Engagement is the Key to Strong Retention and Performance
● Organizations Still Aren’t Ready for AI
● Change Isn’t the Problem - How You Manage It Is
