{"id":78646,"date":"2022-02-09T15:56:00","date_gmt":"2022-02-09T23:56:00","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=78646"},"modified":"2024-05-31T10:28:14","modified_gmt":"2024-05-31T17:28:14","slug":"performance-enablement-in-the-modern-workplace","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/performance-enablement-in-the-modern-workplace\/","title":{"rendered":"Performance Enablement in the Modern Workplace"},"content":{"rendered":"\n<p>Your business excels when every worker is empowered to achieve their full potential \u2014 but that can\u2019t happen with legacy performance management processes. It\u2019s time to embrace performance enablement, the next evolution of performance management.<\/p>\n\n\n\n<p>Traditional performance management systems are static, backward-looking, and unable to recognize a person\u2019s full potential. Enabling high performance, by contrast, is an ongoing process that affirms employee potential and prepares your people to grow.<\/p>\n\n\n\n<p>Performance enablement is a powerful cognitive shift in the modern workplace. It gives workers the tools and resources needed to develop themselves and remain aligned with strategic goals to drive the business forward.&nbsp;<\/p>\n\n\n\n<p>Learn how to implement a performance enablement model that empowers your people to succeed even in the most dynamic and challenging conditions.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-is-performance-enablement\">What is performance enablement?<\/h2>\n\n\n\n<p>Performance enablement offers each employee a toolbox that&#8217;s tailored just for them, helping them do their best work. Unlike old-school performance reviews that only look backward, performance enablement focuses on ongoing support and real-time feedback. This approach equips everyone in the company with the resources and guidance they need to improve, achieve their goals, and grow their skills continuously.&nbsp;<\/p>\n\n\n\n<p>It&#8217;s all about empowering employees, enabling them to contribute effectively to the company&#8217;s success while also advancing their own careers through continuous learning and achievement.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-what-is-the-performance-enablement-model\"><strong>What is the performance enablement model?<\/strong><\/h3>\n\n\n\n<p>The performance enablement model is a collaborative approach to improving employee performance by setting and achieving individual goals that align with desired business outcomes. With this approach, HR leaders give managers the resources they need to assess each worker\u2019s current performance and ultimate potential. With assessment as their goal, managers become coaches who help employees achieve their professional goals within the company.<\/p>\n\n\n\n<p>Because performance enablement is focused on building toward the future, managers are partners in their employees\u2019 professional development rather than solely judges of their past performance.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-performance-enablement-vs-performance-management\"><strong>Performance enablement vs. performance management<\/strong><\/h3>\n\n\n\n<p>For employees to do their best work in today\u2019s dynamic business environment, they require daily access to feedback, coaching, and development \u2014 not just during a quarterly or annual review.&nbsp;<\/p>\n\n\n\n<p>Performance enablement differs from traditional performance management in that it focuses on continuous support and development rather than periodic evaluations, emphasizing future-oriented growth and real-time feedback. This approach transforms managers into coaches who actively help employees align their personal goals with the strategic objectives of the organization, fostering a more dynamic and supportive work environment.<\/p>\n\n\n\n<p>Traditional performance management looks backward, takes a narrow focus, and is infrequent \u2014 usually once or twice per year. That setup introduces recency bias, where short-term performance is overly emphasized. <a href=\"https:\/\/www.betterworks.com\/magazine\/reducing-bias-in-performance-management\/\">Reducing bias in performance management<\/a> starts by delivering real-time feedback to employees.<\/p>\n\n\n\n<p>Legacy performance management processes also reinforce power imbalances between managers and their reports. One bad appraisal can derail an employee\u2019s career trajectory for years. So, instead of having a conversation about trying for ambitious goals, employees are simply trying to earn their manager\u2019s approval. Performance enablement redirects this power dynamic by aligning employee performance with company goals and strategy.<\/p>\n\n\n\n<p>The enablement model incorporates scheduled and unscheduled feedback and encourages employees to chart their career path within the company. With this approach, team members regularly get feedback on improving their performance and taking ownership of their business contributions and career goals.&nbsp;<\/p>\n\n\n\n<p>You can apply a performance enablement model in any work setting \u2014 in-person, hybrid, or remote. This model relies on frequent conversations between employees and managers rather than an annual or semiannual performance review. By focusing on intentional and deliberate communication, you build trust between workers and their managers \u2014 regardless of their physical location.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-vimeo wp-block-embed-vimeo wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"What Is Modern Performance Management?\" src=\"https:\/\/player.vimeo.com\/video\/952102125?dnt=1&amp;app_id=122963\" width=\"1080\" height=\"608\" frameborder=\"0\" allow=\"autoplay; fullscreen; picture-in-picture; clipboard-write\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-the-state-of-performance-enablement-in-2024\">The state of performance enablement in 2024<\/h2>\n\n\n\n<p>Our <a href=\"https:\/\/report.betterworks.com\/\">2024 State of Performance Enablement report<\/a> reveals crucial insights \u2014 and several big gaps \u2014 for HR leaders navigating today\u2019s fast-changing work environment. Here\u2019s what stands out.<\/p>\n\n\n\n<p>There\u2019s a disconnect between what HR leaders think about performance management systems and what employees actually experience. While nearly 9 in 10 leaders cite their own performance management as a success, 2 in 5 employees view it as a failure, a gap that leaves employees 17% less productive than leaders and 37% less likely to feel performance-enabled. Additionally, up to 40% of employees don\u2019t receive regular conversations or feedback, which limits their growth, engagement, and productivity. Managers, as well, continue to be overburdened by increasing expectations from leadership and their employees. Two-thirds of managers seek role clarity, along with a desire for more organizational support in delivering performance management and guidance on career development and skills.<\/p>\n\n\n\n<p>The report also highlights that, when it comes to enabling performance, HCMs out-of-the-box performance modules perform no better than manual spreadsheets \u2014 and in a few cases, they are worse. When companies add specialized performance management tools to their HCM systems, they can improve HCM performance by 70%. This combination helps employees develop their skills and grow within the company \u2014 essential outcomes for any company hoping to stay competitive.<\/p>\n\n\n\n<p>Finally, the report makes it clear that HR needs to bridge the gaps \u2014 not just by adding technology, but also by granting access to tools and giving employees the support they need to succeed. HR leaders must create modern performance management systems \u2014 performance enablement \u2014 that truly support employee growth and align with the company\u2019s strategic goals.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"836\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-1-1024x836.jpg\" alt=\"\" class=\"wp-image-105901\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-1-1024x836.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-1-980x800.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-1-480x392.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-is-a-performance-enablement-plan\">What is a performance enablement plan?<\/h2>\n\n\n\n<p>A performance enablement plan sets concrete goals for unleashing an employee\u2019s potential. It should align with each employee\u2019s objectives and key results (OKRs), and stretch goals.&nbsp;<\/p>\n\n\n\n<p>Rather than waiting until performance falters to offer feedback, this model encourages managers to function as coaches who regularly check in on performance and goals. When managers are aware of their workers\u2019 career goals, they can help match employees with the most relevant learning and experience opportunities.&nbsp;<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-4-elements-of-a-successful-performance-enablement-model\">4 elements of a successful performance enablement model<\/h2>\n\n\n\n<p>A successful performance enablement model is built on several key elements that collectively support a dynamic and engaging work environment. This model goes beyond traditional employee evaluations and seeks to actively empower individuals through ongoing support, development and real-time feedback. The focus is on nurturing talent, fostering open communication, and aligning personal goals with the strategic aims of the organization in a way that is transparent. These components are crucial for creating a workplace where employees are not only motivated but also have access to tools and opportunities they need to thrive and contribute meaningfully to their organization&#8217;s success.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-empower-managers\"><strong>Empower managers<\/strong><\/h3>\n\n\n\n<p>Managers play the most important role in performance enablement, yet they have been underinvested in for years. Managers will be far more effective if they develop as coaches who collaborate with employees to identify and remove roadblocks to success.<\/p>\n\n\n\n<p>HR leaders must assess manager roles and adjust their priorities \u2014 focusing managers less on operational tasks and more on coaching their team, for example. HR leaders should also work with learning and development leaders to add practical, scenario-based training to learning management systems. This type of training helps managers hone their coaching skills on an ongoing basis.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-make-learning-a-daily-priority\"><strong>Make learning a daily priority<\/strong><\/h3>\n\n\n\n<p>As you shift from performance management to performance enablement, embed workplace learning within employee workflows to help people develop their knowledge and skills.<\/p>\n\n\n\n<p>Train managers to communicate which learning opportunities are inherent in an employee\u2019s daily tasks and experiences. Each employee learns differently, so managers might start by introducing larger concepts, and then figuring out how best to practice them in daily tasks.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-clarify-roles-and-expectations\"><strong>Clarify roles and expectations<\/strong><\/h3>\n\n\n\n<p>Employees need to understand their manager\u2019s performance expectations. One way to do this is by defining and documenting OKRs or goals for every role. As part of annual goal planning for the business, managers and employees should work together to set individual goals that align with company objectives.<\/p>\n\n\n\n<p>Individual, team, and organizational goals should be communicated, along with updates as performance expectations and business priorities evolve. Employees should have on-demand access to goal dashboards so they can view progress, adjust learning goals, and seek feedback from their managers.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-use-data-to-keep-moving-forward\"><strong>Use data to keep moving forward<\/strong><\/h3>\n\n\n\n<p>Managers can leverage performance data points to hold employees accountable and gauge their contributions to overall business objectives. Data also informs each manager\u2019s efforts to align individual goals with desired business outcomes. Make sure employees can see this data.<\/p>\n\n\n\n<p>Performance data serves additional purposes, such as helping managers identify skills gaps and learning opportunities, provide personalized coaching, and recognize achievement.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-2-1024x580.jpg\" alt=\"\" class=\"wp-image-105902\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-2-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-2-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-2-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-3-benefits-of-performance-enablement-plans\">3 benefits of performance enablement plans<\/h2>\n\n\n\n<p>Performance enablement models help employees feel supported and do work that supports business-critical priorities. Check out three benefits businesses get from successful performance enablement plans.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-higher-revenue-and-profit\"><strong>Higher revenue and profit<\/strong><\/h3>\n\n\n\n<p>According to Gallup, organizations that prioritize employee development have 11% higher profitability and enjoy better retention. These organizations focus on empowering employees and encouraging innovation from the bottom up.<\/p>\n\n\n\n<p>When employees have opportunities to build skills, pursue career goals, and achieve well-being, they perform better. Among the potential resulting outcomes are higher revenue and profit.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-unlocked-employee-potential\"><strong>Unlocked employee potential<\/strong><\/h3>\n\n\n\n<p>Performance enablement unleashes each employee\u2019s potential by clarifying their goals and embedding them in a goals framework like OKRs. As a result, employees feel valued and can connect their goals to company strategy.<\/p>\n\n\n\n<p>The performance enablement process encourages employees to think strategically about what they have to offer \u200cthe business \u2014 and supports them on their growth path. Likewise, managers are equipped to support their workers and develop themselves, too.<\/p>\n\n\n\n<p>A performance enablement plan can also help to <a href=\"https:\/\/www.betterworks.com\/magazine\/how-to-prevent-employee-burnout-through-performance-enablement\/\">prevent employee burnout<\/a> by keeping team members informed and grounded in actionable next steps.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-progress-on-career-growth-and-higher-retention\"><strong>Progress on career growth and higher retention<\/strong><\/h3>\n\n\n\n<p>Performance management can become overly focused on daily tasks, but performance enablement never loses sight of each employee\u2019s distinct career aspirations \u2014 even if that means changing job roles or departments.&nbsp;<\/p>\n\n\n\n<p>The manager\u2019s role is to help employees explore their skills and interests, looking for the best fit within the organization. Performance management software can capture and store all kinds of workplace data, including from one-on-one conversations, peer feedback, and goal progress, helping HR to build a comprehensive skills inventory and create an internal talent marketplace. Employees\u2019 ability to develop their skills and grow their careers internally will result in a drop in employee turnover.<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-3-1024x580.jpg\" alt=\"\" class=\"wp-image-105903\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-3-1024x580.jpg 1024w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-3-980x555.jpg 980w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/Performance-Enablement-in-the-Workplace-SEO-Internal-3-480x272.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" \/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-3-performance-enablement-success-stories\">3 performance enablement success stories<\/h2>\n\n\n\n<p>Performance enablement is gaining traction and driving organizational success within forward-thinking businesses. Here are three examples.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-grupo-posadas\"><strong>Grupo Posadas<\/strong><\/h3>\n\n\n\n<p><a href=\"https:\/\/www.betterworks.com\/posadas-case-study\/\">Grupo Posadas<\/a>, a leading hospitality company in Mexico, is an example of how performance enablement can modernize performance management processes while transforming the business. Posadas implemented the Betterworks platform and adopted an OKR framework. This strategic shift created alignment and accountability across their organization, which spans over 180 hotels and resorts.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.betterworks.com\/6-keys-to-better-performance-enablement-ebook-lp\/\">Better performance enablement<\/a> at Grupo Posadas began with a pilot group of 50 users within the executive committee and corporate strategy team. This targeted approach helped Posadas understand and trial the OKR methodology through monthly review meetings. This method improved performance and strengthened team cohesion.<\/p>\n\n\n\n<p>The impact of this new approach became obvious during the COVID-19 pandemic. As Posadas navigated the shift to remote work, its performance enablement processes helped the company maintain focus and continuity. The Betterworks platform facilitates ongoing communication and alignment on performance goals, which was critical during this period of uncertainty.&nbsp;<\/p>\n\n\n\n<p>By the end of this strategic overhaul, Posadas exceeded financial targets and reactivated its core business areas, showcasing the benefits of a well-executed performance enablement strategy.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-intuit\"><strong>Intuit<\/strong><\/h3>\n\n\n\n<p><a href=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/12\/Bersin-Managing-Performance-in-the-New-Reality-Intuit.pdf\">Intuit<\/a>, the global technology company known for TurboTax, QuickBooks, and Credit Karma, has realized numerous <a href=\"https:\/\/www.betterworks.com\/performance-management\/\">performance enablement benefits<\/a>. Intuit revamped its goal-setting framework to be more dynamic and reflective of its broader aspirations.&nbsp;<\/p>\n\n\n\n<p>This shift was crucial during the COVID-19 pandemic, as Intuit could quickly recalibrate goals and support customers, particularly small businesses facing unprecedented challenges. By adopting a flexible, agile goal-setting approach, Intuit maintained its operational effectiveness and supported its employees through regular and constructive goal reviews.<\/p>\n\n\n\n<p>Another use of performance enablement is Intuit\u2019s \u200ctransparent goal-setting process, in which employees at all levels have visibility into each other&#8217;s goals. This encourages collaboration, support, and alignment on objectives while helping each employee understand how their individual efforts contribute to the company&#8217;s strategic goals.&nbsp;<\/p>\n\n\n\n<p>Intuit\u2019s use of technology platforms like Betterworks helps employees integrate performance enablement into daily workflows, improving goal management and performance reviews.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-crakmedia\"><strong>Crakmedia<\/strong><\/h3>\n\n\n\n<p><a href=\"https:\/\/www.betterworks.com\/crakmedia-case-study\/\">Crakmedia<\/a>, a leader in web marketing and traffic monetization, has harnessed modern performance management techniques \u2014 and performance enablement tools like Betterworks \u2014 to drive lasting growth while sustaining a vibrant company culture.&nbsp;<\/p>\n\n\n\n<p>By implementing structured onboarding processes and emphasizing continuous learning and personal growth, Crakmedia aligns each new hire with the company&#8217;s strategic goals from day one and reduces the timeline for reaching full productivity.<\/p>\n\n\n\n<p>The company&#8217;s use of Betterworks has revolutionized how goals are set and reviewed. Crakmedia has 30-, 60-, and 90-day plans for new hires, using Betterworks to track progress and maintain alignment with company objectives. Regular reviews and follow-through on goals ensure that all employees, from individual contributors on up, know what\u2019s expected of them and how to achieve those objectives.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-frequently-asked-questions\">Frequently asked questions<\/h2>\n\n\n\n<p>Performance enablement is a relatively new concept. Here are answers to some of the common questions we hear.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-what-is-performance-enablement-and-how-does-it-differ-from-performance-management\"><strong>What is performance enablement, and how does it differ from performance management?<\/strong><\/h3>\n\n\n\n<p>Performance enablement is a process that focuses on helping employees reach peak performance levels. It\u2019s different from performance management in that it focuses on providing resources to employees and managers to help them achieve their best performance, rather than focusing on retroactive performance assessments.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-can-performance-enablement-work-for-small-teams\"><strong>Can performance enablement work for small teams?<\/strong><\/h3>\n\n\n\n<p>Yes, performance enablement can work for small teams, as it emphasizes the manager-employee relationship. A <a href=\"https:\/\/www.betterworks.com\/magazine\/3-steps-for-successfully-launching-your-performance-management-program\/\">performance enablement program<\/a> can be especially effective because managers get to know each person, their interests, and their career goals.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-how-does-performance-enablement-foster-employee-engagement\"><strong>How does performance enablement foster employee engagement?<\/strong><\/h3>\n\n\n\n<p>Performance enablement empowers employees to develop their skills and reach ambitious goals, all while receiving actionable feedback. By giving employees guidance as they chase their goals, you enhance their sense of accomplishment and belonging. They feel valued and can connect their work to what matters most to the business.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-what-role-does-technology-play-in-performance-enablement\"><strong>What role does technology play in performance enablement?<\/strong><\/h3>\n\n\n\n<p>Technology plays a central role in performance enablement. <a href=\"https:\/\/www.betterworks.com\/product\/okr-software\/\">Goal alignment<\/a> software helps everyone see what they\u2019re striving for and how their contributions fit into the broader performance landscape.<\/p>\n\n\n\n<p><a href=\"https:\/\/www.betterworks.com\/product\/performance-review-software\/\">Conversation software<\/a> helps managers and reports easily track and document progress toward performance and business goals, as well as relevant conversations. <a href=\"https:\/\/www.betterworks.com\/product\/employee-feedback-software\/\">Feedback software<\/a> enables scheduled and unscheduled feedback among peers that reinforces positive behaviors and actions and helps employees quickly course-correct when needed. Recognition capabilities enable companies to reinforce company values while helping employees to feel appreciated for their contributions. The right technology may also incorporate <a href=\"https:\/\/www.betterworks.com\/product\/performance-review-calibration\/\">calibration<\/a>, skills development, succession planning, and <a href=\"https:\/\/www.betterworks.com\/product\/employee-survey-tools\/\">employee engagement survey software<\/a>.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-what-are-the-pitfalls-to-avoid-when-implementing-performance-enablement\"><strong>What are the pitfalls to avoid when implementing performance enablement?<\/strong><\/h3>\n\n\n\n<p>If people don\u2019t know what they\u2019re working toward, managers and team members will struggle. Performance objectives must align with organizational goals. When team members don\u2019t understand how their work drives business impact, they may lose focus and become disengaged.<\/p>\n\n\n\n<p>Don\u2019t forget about the user experience: Poor manager and employee experiences will hurt workforce enthusiasm and lead to lower usage of performance enablement systems.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-enable-performance-to-enable-potential\">Enable performance to enable potential&nbsp;<\/h2>\n\n\n\n<p>Performance enablement is an ongoing process that can elevate your people and drive organizational success. By supporting employees and helping them grow every day, managers unlock everyone\u2019s potential to drive business results.&nbsp;<\/p>\n\n\n\n<p>If you want to boost employee performance, look at how performance enablement can help your organization. Learn more in our <a href=\"https:\/\/report.betterworks.com\/\">Global HR Research Report: The State of Performance Enablement<\/a>.&nbsp;<\/p>\n\n\n<div class=\"lazyblock-post-resource-cta-Z1fF0fp align  wp-block-lazyblock-post-resource-cta\"><div class=\"custom-post-resource-box\" style=\"background:url('https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/02\/2024-PERR-Horizontal.jpg;') no-repeat center;background-color:;box-shadow: 0px 0px 18px -5px ;background-color:\">\n  <div class=\"custom-box-heading\" style=\"max-width:55%;\"><p style=\"color:#008AAB;font-size:30px\">Bridge your organization&#8217;s disconnects<\/p><\/div>\n  <div class=\"custom-box-cta\" style=\"\"><a class=\"et_pb_button\" href=\"https:\/\/report.betterworks.com\/\" style=\"color:#ffffff;background-color:#008AAB;\">Get more insights<\/a><\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>Learn how to implement a performance enablement model that empowers your people to succeed even in the most dynamic and challenging conditions.<\/p>\n","protected":false},"author":111,"featured_media":105907,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"<!-- wp:paragraph -->\n<p>Employees want to be valued for more than just the work they do.<br><br>A recent Gartner survey found that <a href=\"https:\/\/www.gartner.com\/en\/articles\/6-predictions-for-the-future-of-performance-management\" target=\"_blank\" rel=\"noreferrer noopener\">82%<\/a> of respondents want their employers to see them as complete people, not just as workers. Unfortunately, legacy performance management processes don\u2019t leave any room for that kind of holistic approach.\u00a0<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>A static performance management system looks backwards, unable to recognize a person's full potential. The ongoing process of performance enablement, on the other hand, not only affirms employee potential. It also equips employees to achieve it.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>That\u2019s why performance enablement is such a powerful process for the modern workplace. Performance enablement motivates success by giving employees the tools and resources they need to both exceed their potential and drive the business forward.&nbsp;<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Here\u2019s how to implement a performance enablement model, empowering your people to succeed in the most dynamic, challenging conditions.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-what-is-performance-enablement\">What Is Performance Enablement?<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Performance enablement is <a href=\"https:\/\/www.betterworks.com\/performance-management\/\" target=\"_blank\" rel=\"noreferrer noopener\">the next stage of legacy performance management systems<\/a> \u2014 a new performance management solution that aligns an employee\u2019s potential with business results. Performance enablement doesn\u2019t limit employees with paper-pushing processes that only look backwards. Instead, they\u2019re part of a dynamic process that uses ongoing feedback to help them set and reach progress-oriented performance goals.&nbsp;<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-what-is-the-performance-enablement-model\">What Is the Performance Enablement Model?<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>The performance enablement model is a collaborative model of performance management. By using this model, HR leaders equip managers with the resources they need to assess each employee and their potential. With assessment as their goal, managers become coaches that help employees achieve their professional goals within the company.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Since performance enablement is focused on moving forward, the model helps employees see their managers as an important resource for their development rather than a source of judgment or, worse, a roadblock to success.&nbsp;<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-performance-enablement-vs-performance-management\">Performance Enablement vs. Performance Management<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>For employees to do their best work in today\u2019s dynamic business environment, they must experience feedback, coaching, and development every day \u2014 not just during a quarterly or annual review. While performance management relies on a static, top-down approach, performance enablement focuses on finding every opportunity to empower the employee.&nbsp;<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Traditional performance management looks backwards and takes too narrow a focus because employee appraisals only happen once or twice per year. That can introduce recency bias, where only recent performance can be evaluated effectively. Performance enablement actually <a href=\"https:\/\/www.betterworks.com\/reducing-bias-in-performance-management\/\">reduces bias<\/a> by equipping employees with feedback in real time.&nbsp;<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Legacy performance management also reinforces power imbalances between managers and their reports because managers hold the power to offer a good or bad appraisal. Instead of trying to reach their potential at the company, employees are simply trying to live up to management standards. Enablement, on the other hand, creates a larger scope by aligning employee performance directly with company goals and strategy.&nbsp;<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>The enablement model also incorporates more 360-degree feedback and encourages employees to chart their own career paths within the company. It gives team members more opportunities to see where they can improve not only their performance but also take ownership of their roles and contributions to the business.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>The performance enablement model can be used in any work setting, whether that\u2019s in-person, hybrid, or remote work. It relies on frequent conversations between employees and managers as opposed to an annual performance review. The focus on intentional and deliberate communication supports more trust between employees and their managers, regardless of their physical distance.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-what-is-a-performance-enablement-plan\">What Is a Performance Enablement Plan?<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>A performance enablement plan sets concrete goals for unleashing an employee\u2019s potential. Performance enablement plans should be aligned with each employee\u2019s objectives and key results (OKRs) and stretch goals.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Rather than just offering feedback when performance runs off track, this model encourages managers to function as coaches to keep performance enablement plans on track. When managers are aware of employee career goals, they can help match employees with learning and experience opportunities to hone desired skills.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-when-should-a-performance-enablement-plan-be-implemented\">When Should a Performance Enablement Plan Be Implemented?<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Performance enablement plans should coincide with company OKRs and align employee performance with business results. These plans should be implemented alongside OKRs on a quarterly basis and close with a quarterly formal review. <\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Using <a href=\"https:\/\/www.betterworks.com\/enterprise-performance-management-tools-arent-created-equal-heres-how-to-pick-the-best\/\" target=\"_blank\" rel=\"noreferrer noopener\">enterprise perfor<\/a>mance management tools, managers can collect data each quarter on how their reports are progressing towards reaching their potential within the company. At their quarterly review, managers can share this information with their reports. This review process is the only time managers should look backward, and only with the clear intention of using past performance as a learning opportunity.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-4-elements-of-a-successful-performance-enablement-model\">4 Elements of a Successful Performance Enablement Model<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>For the performance enablement model to be successful, you need a few specific elements that encourage collaboration, communication, and learning. These are the four elements of a successful performance enablement model.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-empower-the-managers\">Empower the Managers<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Managers play the most critical role in performance enablement. And yet, they often receive the least amount of training and guidance to carry out their duties. Managers need to become coaches who can collaborate with employees to identify and remove roadblocks to success.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Human resource leaders must assess manager roles, adjust their priorities to focus less on operational tasks, and instead focus more on coaching their team members. Your company should also work with learning and development to provide managers with practical scenario-based training designed to hone their coaching skills on an ongoing basis.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-make-learning-a-daily-priority\">Make Learning a Daily Priority<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>As you shift from performance management to performance enablement, it\u2019s important to embed learning within employee workflows to help them develop their knowledge and skills throughout the workday.&nbsp;<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Train managers to communicate the learning opportunities inherent in an employee's daily tasks and work experiences. A data entry task, for example, offers an employee the opportunity to exercise their attention to detail. Each employee has a unique learning style, so managers may need to start by introducing larger concepts and then reinforce those concepts in daily practice.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-clarify-roles-and-expectations\">Clarify Roles and Expectations<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Employees need to know what managers expect before they can improve their performance and move forward. Collaborate with managers to clearly define and document OKRs for every role. When your business sets its annual OKRs, managers and employees should work together to set their own individual goals aligned with company objectives.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Individual, team, and organizational OKRs should be updated and clearly communicated as performance expectations and business priorities evolve. Employees should be able to access OKRs whenever they need to track their progress, adjust their learning goals, or seek out specific feedback from their managers.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-use-data-to-keep-moving-forward\">Use Data To Keep Moving Forward<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>While performance isn\u2019t usually black and white, managers can leverage performance data points to hold employees accountable and gauge their contributions to overall business objectives. They can also align each employee\u2019s individual OKRs with a desired business outcome so that employees can see their progress.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Performance data also serves other crucial purposes such as helping managers proactively identify skills gaps and learning opportunities, providing personalized coaching, and recognizing team member achievements.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-top-advantages-of-implementing-a-performance-enablement-plan\">Top Advantages of Implementing a Performance Enablement Plan<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Where performance management can often feel too narrowly focused on daily tasks, performance enablement acknowledges that each employee is a person with distinct career aspirations. It focuses on unleashing each employee\u2019s future potential by clarifying their personal goals and building them directly into their OKRs. As a result, employees feel more valued and know that their goals are not just being heard\u2014 they are actually written into company strategy.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Performance enablement also gives employees a greater sense of purpose, improving employee engagement and investment in their work.&nbsp;<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:heading {\"level\":3} -->\n<h3 id=\"h-3-companies-that-support-performance-enablement\">3 Companies That Support Performance Enablement<\/h3>\n<!-- \/wp:heading -->\n\n<!-- wp:paragraph -->\n<p>Although the term \u201cperformance enablement\u201d isn\u2019t widely known, many forward-thinking businesses have successfully embraced the concept.&nbsp; Here are a few companies that have benefited from adopting a performance enablement model.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Former Google CEO Larry Page was <a href=\"https:\/\/www.betterworks.com\/magazine\/keys-okr-success-qa-john-doerr\/\" target=\"_blank\" rel=\"noreferrer noopener\">among the biggest early adopters of the OKR model<\/a>, but that\u2019s not the only ground the company has broken. The tech giant\u2019s \u201c<a href=\"https:\/\/rework.withgoogle.com\/blog\/the-evolution-of-project-oxygen\/\" target=\"_blank\" rel=\"noreferrer noopener\">Project Oxygen<\/a>\u201d focuses on training managers to enable their team's performance every step of the way. The program doubles down on manager training as a vital piece of performance enablement, and Google leaders update the program frequently based on team member feedback.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Agriculture company Cargill shifted from traditional performance management to a dynamic performance enablement model called \u201cEveryday Performance Management,\u201d focusing on the day-to-day rather than an annual review. Everyday Performance Management has been met with success from internal stakeholders and praise from external organizations. The <a href=\"https:\/\/www.siop.org\/Foundation\/Awards\/HRM-Impact-Award\/Cargill\" target=\"_blank\" rel=\"noreferrer noopener\">program even won an award from SIOP<\/a>.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Similarly, Adobe implemented its \u201c<a href=\"https:\/\/www.adobe.com\/check-in.html\" target=\"_blank\" rel=\"noreferrer noopener\">Check-in<\/a>\u201d program, focusing on real-time communication and coaching training for managers to improve daily performance. Managers and employees collaborate frequently to continuously increase performance across the company.<\/p>\n<!-- \/wp:paragraph -->\n\n<!-- wp:paragraph -->\n<p>Performance enablement is an ongoing process that can elevate your company and work. By giving employees the support and development they need on a daily basis, managers can unlock their team\u2019s potential to drive business results. <a href=\"https:\/\/marketing.betterworks.com\/WC-2021-07HybridWorkGuide_LandingPage.html\" target=\"_blank\" rel=\"noreferrer noopener\">Learn more in our guide.<\/a> <\/p>\n<!-- \/wp:paragraph -->","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[3307],"tags":[],"featured_location":[],"industry":[],"class_list":["post-78646","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-performance-management"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.1 (Yoast SEO v23.9) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Performance Enablement: The Key to Organizational Success<\/title>\n<meta name=\"description\" content=\"Learn how to implement a performance enablement model that empowers 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