In the present era there is a huge shift in the way in which the companies are approaching performance management.
This shift is initiated by three major frustrations - Leaders are weary of the burden, people managers and their direct reports, not creating the performance benefits many expect.
An article in AchieveForum.com states that performance management and coaching are top leadership development priorities for several levels of leaders.
The article outlines a three part agenda that leverages these capabilities.
* First on the list is to enhance managerial skills in setting smart goals and linking development planning to performance planning and conducting coaching conversations.
* Increasing the ability of direct reports to participate in and make the most of conversations about performance goal setting, feedback and coaching is a second priority. In the new performance management empowering direct reports with these skills is vital to promoting personal accountability for performance management.
* Finally, streamlining and simplifying the HR systems through which managers and direct reports access performance management tools.Resources needed to do high-performance performance management is a third focal point of the three point agenda for enacting the new performance management.
