What is the state of performance inside organizations? It depends on who you ask. Leaders, including in HR, tend to think they\u2019re doing a great job, that employees have the support they need, and that advanced technology has greatly improved performance management. <\/p>\n\n\n\n
But as panelists discussed during our recent webinar \u201cState of Performance Enablement: Bridging the Leadership-Employee Disconnect,\u201d<\/a> employees don\u2019t feel the same way about the support they are receiving. Managers find these processes to be burdensome and complicated. And the data shows that manual approaches to performance management perform just as well \u2014 or even better \u2014 than cutting-edge human capital management (HCM) systems. <\/p>\n\n\n\n The message is clear: Companies need to improve performance management and give employees the support and experience that they deserve. But doing so can be difficult because it requires undoing years of habits and assumptions. <\/p>\n\n\n\n \u201cYou have to really get very clear about, \u2018What are we trying to do here?\u2019\u201d said panelist Tamra Chandler<\/a>, author and former talent management services lead for the Americas at EY. \u201cAre we trying to give people a label? Or are we trying to grow people to support the business of the future?\u201d<\/p>\n\n\n\n Read on for more insights from Tamra and fellow panelists Tracy Dodd<\/a>, former chief talent officer at Kyndryl, and Deanna LaPierre<\/a>, senior director, talent development, at LivePerson. You can also listen to key excerpts from the webinar on our People Fundamentals podcast.<\/p>\n\n\n\n