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Inspiring employee impact requires a human-centered, engaging approach to performance that helps employees and teams understand the role they play in helping the company succeed.
Employees want to be successful—and they want to contribute to the organization’s success! But they also don’t want to jump through ineffective performance management hoops. They expect more from their organizations and managers.
Everyone in the organization—leaders, HR, managers, and employees—plays a part in building an engaging approach to performance management. It requires:
To learn more about what employees need from performance management—and how your organization can help—watch our on-demand webinar with RedThread Research.
Performance and engagement are inextricably linked. Our research shows the top drivers of employee engagement, related to performance management. These drivers show there’s a right way (and a wrong way) to meaningfully inspire employee impact and performance.
If I contribute to the organization’s success, I know I will be recognized.
Recognition is a top driver of employee engagement, but only 54% of employees agree with the above statement.
My performance is evaluated fairly.
Employees expect fairness and transparency when it comes to how their performance is managed. But only 68% of employees agree their performance is evaluated fairly.
My manager regularly provides effective feedback that helps improve my performance.
Employees want (and need) coaching and feedback from their managers. It’s essential to their growth and success. But only 60% of employees agree that they’re getting adequate feedback.
My performance goals are aligned to our organizational goals.
Strong alignment helps employees see how the work they’re doing contributes to the organization’s success. The “why” of the work is so important to engagement. 82% of employees agree that their goals align with company goals.
I am empowered to decide how my work gets done.
Employees want freedom and flexibility when it comes to how work gets done. In most organizations, this is going well. 78% of employees agree they feel empowered.
Senior leaders are responsible for setting direction and creating clarity around the organization’s most important goals—adapting as organizational needs change.
They should set the example for what performance, accountability, and effective coaching look like—staying focused on outcomes and impact, rather than outputs and productivity. Senior leaders should:
HR plays a crucial role in driving performance management, ensuring the effectiveness of performance management initiatives. HR should help facilitate performance feedback, align performance metrics with organizational goals, and hold leaders accountable as coaches.
By co-creating performance programs with stakeholders—and regularly evaluating and adapting them—HR helps build dynamic performance management systems that boost employee impact, employee development, and business success. HR should:
Managers translate organizational goals into team objectives and foster employee growth and development. They build relationships with direct reports, provide feedback, and ensure expectations are clear.
Managers also collaborate with employees to set goals, provide coaching, and allocate resources for success. Their feedback to senior leaders and HR improves the performance management process, while their continuous development enhances coaching skills. Managers should:
Leadership and HR can build a robust performance management system—but if employees aren’t active participants in their own performance, you won’t see impact. Employees should:
Senior leaders are responsible for setting direction and creating clarity around the organization’s most important goals—adapting as organizational needs change.
They should set the example for what performance, accountability, and effective coaching look like—staying focused on outcomes and impact, rather than outputs and productivity. Senior leaders should:
HR plays a crucial role in driving performance management, ensuring the effectiveness of performance management initiatives. HR should help facilitate performance feedback, align performance metrics with organizational goals, and hold leaders accountable as coaches.
By co-creating performance programs with stakeholders—and regularly evaluating and adapting them—HR helps build dynamic performance management systems that boost employee impact, employee development, and business success. HR should:
Managers translate organizational goals into team objectives and foster employee growth and development. They build relationships with direct reports, provide feedback, and ensure expectations are clear.
Managers also collaborate with employees to set goals, provide coaching, and allocate resources for success. Their feedback to senior leaders and HR improves the performance management process, while their continuous development enhances coaching skills. Managers should:
Leadership and HR can build a robust performance management system—but if employees aren’t active participants in their own performance, you won’t see impact. Employees should:
“Employee success and strong cultures can’t be built by one person or one team or the HR team. It really has to be the work of everyone coming together and being a part of it for it to truly transform your culture into one that is focused on employee impact and success.”
Teresa Preister
Senior Insights Analyst
Quantum Workplace
Clarity and alignment help emphasize the “why” of an employee’s work. When it’s clear to employees what they need to do to contribute and why it matters, they’ll have a greater impact on your business. Leaders and managers can help drive clarity and alignment through goals, 1-on-1s, and recognition.
A sharp focus and strong alignment are key to organizational growth. Align your teams from the top down with Quantum Workplace Goals.
Goals shouldn’t be a set-and-forget activity. Keep goals top of mind all year long by connecting important goals to your manager-employee 1-on-1s.
Keep everyone posted on progress and motivated to succeed. Our fun and interactive goals newsfeed—including recognition tied to goals—keeps everyone aware, on track, and feeling valued for their contributions.
Keep performance-related actions top of mind for both managers and employees. Our Launch Pad helps organize important to-dos to keep everyone focused and connected around what matters most.
Employees reach their full potential when their goals are aligned with team and organization goals. Learn how to align organizational goals for success.
Goals guide employee efforts, motivate performance, and improve evaluation and strategic planning. Find out how to set, align, and discuss employee goals.
When teams are misaligned, you risk failure from within. Learn how our software can help you increase strategic alignment and drive business success.
Learn how our employee goal management software can help your teams set, track, and accomplish goals that help drive business success.
Your managers have a lot on their plates. You need to make it easy for them to be great coaches and developers of the talent within their teams. Effective coaching is all about context and connection. Your managers need access to relevant, real-time performance data. They also need the ability to facilitate ongoing, meaningful conversations around performance, feedback, and development.
Our Employee Snapshot helps connect the dots. Your managers can see performance activity for an employee all in one place, making it easier for them to coach, mentor, develop, and align their teams.
Our 1-on-1s help managers facilitate conversations in a way that increases trust, accountability, and feedback. Smart topics and conversation boosters help your managers focus on what matters most to employee and business success.
Recognition is key to employee engagement and retention. Celebrate and motivate your employees by highlighting their great work regularly. Our public, peer-to-peer recognition tools make it easy for anyone to amplify success.
Feedback is essential to driving individual, team, and organizational growth. Our flexible feedback tools help your managers become better coaches and your employees become better team members.
Coaching your employees is an essential strategy for maximizing potential and driving business success. Use our 12 rules to transform your managers into effective employee coaches.
The importance of employee recognition is high, impacting engagement, retention, and performance. Read more to uncover our research.
Tackle your next one-on-one meeting with our help! Check out these 350 one-on-one meeting questions to help get you started.
Shifting to a team-based model comes with many growing pains. Learn how our software can help you build high performing teams that get results.
You need to be thinking about employee impact today AND tomorrow. The future of your organization lies within the talent you have today. Talent reviews and succession planning are notoriously painful and ineffective processes in many organizations. But it doesn’t have to be the case. There’s a better way!
Get your talent reviews out of a spreadsheet and into a format you can use. We make it easy to run an objective, pain-free talent review process that helps you elevate high performers and mitigate talent risk.
Be ready for the unexpected with our Succession Planning tools. Easily identify and evaluate potential successors for mission-critical roles in your organization.
Bring successor skill gaps to the surface so you can promote growth and development in the areas that matter. Working seamlessly with talent reviews and goals, you can measure, track, and align performance and development for each successor on their path.
Learn how our talent review tools can help you understand the state of your talent— so you can take action that helps your teams and company grow.
The importance of succession planning is strong. Read more to elevate key successors, move forward with confidence, and safeguard business success.
Learn how our succession planning tools can help you understand the state of your talent— so you can take action that helps your teams and company grow.
An effective employee development program depends on a handful of components. Get our tips for creating employee development opportunities that work.
“Quantum Workplace allowed us to automate and digitalize many of our performance management routines, like 1-on-1s and recognition. We knew that in 2020 and beyond, during those uncertain times, it was really important for our leaders to stay connected to our teams and to our employees.
It needed to be easy for them to set up these routines to make important connections. It needed to be easy to virtually provide recognition for our teams. This was critical to our company culture and creating a positive environment.”
Patty Nash
Employee Experience Advisor
Scooter's Coffee
Mobilizing your leaders and teams around employee success is so important. That's why we will be continuing this conversation throughout the summer! We'll be taking a deep dive in to each component of employee success.
Follow along to learn how you can make it easy for your teams to help carry the load and build a thriving culture.
Employee success is not only HR’s job. Learn more about what employee success is and the roles everyone plays.
Creating an engaging experience means helping everyone in your organization understand, validate, and improve on what matters most.
Inspiring employee impact requires empowering managers with the right tools to align, develop, and coach their teams.
Building a magnetic culture means getting everyone involved in creating the kind of workplace that attracts and retains top talent.
