The performance management process is often perceived negatively by many of the involved parties. Why?
The cause for this often lies in a tendency among leaders to focus on errors and ‘wrongdoings’ of the subordinates when evaluating.
Different studies show that a right blend of leadership (by giving clear directions using informal and accurate feedback) and organizational focus (a structured, consistent approach to the processes of discussing of individual contributions and objectives) can drive an increase in performance of up to 40%.
Green-Jakobsen has the necessary knowledge base and expertise to coach your leaders and implement well thought-out processes to fit your company.
“It is a big challenge to assess people whom you have been living and working together with for months”.
We often hear this statement when working with clients who are working to improve the leadership and performance management on board.
It is absolutely true that it isn’t easy to tell people your opinion on their way of working, especially when you are as close together as you are on board.
Focus from leaders on guidance and support on how optimize individual skills, expertise and work practice is often limited.
Establishing an open and constructive dialogue between leaders and their direct reports on minor as well and major opportunities for improvement is the foundation for working with performance management. The most important part of this dialogue is informal, constructive feedback. It can serve as an important leverage for performance.
Changing the focus and approach in assessing subordinates sounds simple but requires the effort of changing lasting habits.
Being aware of your own style of leading and the effect of that and then the engaging change in behavior by constantly working with yourself requires experienced support.
Our leadership training can be a kick-start of this process and an inspiration to see performance management and assessment with a completely different view.
"Establishing an open and constructive dialogue with colleagues on minor as well as major opportunities for improvement is the foundation for good performance management."
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