Here’s the thing. Everybody’s thinking about changing their performance management system. Somebody has some idea about throwing it out the door or making it more prevalent inside their company. Everybody’s got different ideas around this topic area.
If we change our thinking around performance management and begin to think of it more around behavioral change, around feed forward, around consistent feedback for people and we change the coaching conversation with employees, what we end up doing is thinking about performance management as a way to change and transform our employees on a consistent basis rather than just as a rating system.
When you think of performance management as solving a problem, you win or you lose. When you think of performance management as helping transform a human being, you’ll always win.
One of the Top 100 Coaches, and Founder and CEO of Best Practice Institute, partner to Newsweek on America’s Most Loved Workplaces, and the author of more than 10 books on best practices in leadership and management, including Change Champion’s Field Guide, In Great Company, and Best Practices in Talent Management. Thought leaders and executives voted him as one of Global Gurus Top 10 Organizational Culture thinkers worldwide.