{"id":90000,"date":"2023-03-29T15:31:57","date_gmt":"2023-03-29T22:31:57","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=90000"},"modified":"2023-09-12T10:02:21","modified_gmt":"2023-09-12T17:02:21","slug":"doug-dennerline-jamie-aitken-rethinking-performance-management","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/doug-dennerline-jamie-aitken-rethinking-performance-management\/","title":{"rendered":"\u2018We Don&#8217;t Stop Being Human When We Show Up at Work\u2019"},"content":{"rendered":"\n<div class=\"wp-block-ht-block-toc is-style-contrasted htoc htoc--position-wide toc-list-style-plain\" data-htoc-state=\"closed\"><span class=\"htoc__title\"><span class=\"ht_toc_title\">Table of Contents<\/span><span class=\"htoc__toggle\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"16\" height=\"16\"><g fill=\"#444\"><path d=\"M15 7H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><path d=\"M15 1H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1zM15 13H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><\/g><\/svg><\/span><\/span><div class=\"htoc__itemswrap\"><ul class=\"ht_toc_list\"><li class=\"\"><a href=\"#h-from-valueless-to-value-add\">From valueless to value-add<\/a><\/li><li class=\"\"><a href=\"#htoc-support-in-the-flow-of-work\">Support in the flow of work<\/a><\/li><li class=\"\"><a href=\"#htoc-less-work-more-often\">Less work, more often<\/a><\/li><\/ul><\/div><\/div>\n\n\n\n<p>The idea of performance management is more than a century old \u2014 and those old ways of thinking about performance no longer make sense for today\u2019s workplaces.&nbsp;<\/p>\n\n\n\n<p>The annual review, in particular, is a going-through-the-motions exercise that doesn\u2019t improve employee outcomes. \u201cPeople hate getting it, people hate giving it \u2014 and it doesn\u2019t change performance,\u201d says Doug Dennerline, Betterworks CEO and co-author of the upcoming book \u201c<a href=\"http:\/\/www.makeworkbetter.com\" target=\"_blank\" rel=\"noreferrer noopener\">Make Work Better<\/a>\u201d in a recent session of our People Fundamentals webinar series. Dennerline and his \u201cMake Work Better\u201d co-author, Betterworks Vice President of HR Transformation Jamie Aitken, discussed how they\u2019re updating performance management for the modern world.<\/p>\n\n\n\n<p>Check out the highlights from Dennerline and Aitken\u2019s conversation about rethinking performance management.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-from-valueless-to-value-add\">From valueless to value-add<\/h2>\n\n\n\n<p>Legacy performance management processes haven\u2019t been functional for a long time. But executives \u201cdon&#8217;t actually experience how terrible it is for everybody else because they&#8217;re not doing it themselves,\u201d Dennerline says. That blindspot keeps leaders from recognizing how little value traditional performance management adds.<\/p>\n\n\n\n<p>Fortunately, some leaders recognize that <a href=\"https:\/\/www.betterworks.com\/performance-management\/\">rethinking performance management<\/a> processes can help managers and their reports drive business value. This revelation is the result of several circumstances converging in recent years, including the Great Resignation, five generations in the workforce, the pace of innovation, and COVID-19.&nbsp;<\/p>\n\n\n\n<p>\u201cWhat fundamentally shifted \u2026 was that HR was getting more and more at the center of what was challenging for the business,\u201d Aitken says. That\u2019s created a shift toward enabling performance rather than simply \u201cmanaging\u201d it.&nbsp;<\/p>\n\n\n\n<p>\u201cA very high percentage of people in the HR space actually understand that their processes are ineffective and more compliance-driven,\u201d Dennerline says. These HR professionals don\u2019t always know how to reimagine such a heavy process in a lightweight, achievable way.&nbsp;<\/p>\n\n\n<div class=\"lazyblock-recommendedread-JTM38 align  wp-block-lazyblock-recommendedread\">        <div class=\"recommended-read-notice\">Recommended Read<\/div> \n        <div class=\"recommended-read-box\">\n            <div class=\"recommended-read-image\">\n                <img decoding=\"async\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/11\/ManagingEmployeePerformance-SEOblog-11-29-2022-Thumbnail.jpg\" alt=\"\">\n            <\/div>          \n            <div class=\"recommended-read-text\">\n                <div class=\"recommended-read-categories\"><a href=\"\/performance-management\/\">Performance Management<\/a><\/div>\n                <div class=\"recommended-read-title\">The Ultimate Guide to Managing Employee Performance<\/div>\n                <div><a class=\"recommended-read-cta\" href=\"https:\/\/www.betterworks.com\/magazine\/guide-to-managing-employee-performance\/\">Read Now<\/a><\/div>\n            <\/div>\n        <\/div>\n        <\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-support-in-the-flow-of-work\">Support in the flow of work<\/h2>\n\n\n\n<p>Rethinking performance management starts with more frequent <a href=\"https:\/\/www.betterworks.com\/product\/performance-review-software\/\">conversations<\/a>. Instead of just annual or semiannual performance reviews, managers and employees have frequent check-ins and dialog within the <a href=\"https:\/\/www.betterworks.com\/magazine\/josh-bersin-enabling-performance-flow-of-work-webinar-recap\/\">flow of work<\/a>. Workers can correct behaviors in real-time while staying focused on their goals and the team\u2019s.&nbsp;<\/p>\n\n\n\n<p>\u201cWe like to base our employee conversations around goal attainment and the check-ins around how you&#8217;re doing against those goals,\u201d Dennerline says.<\/p>\n\n\n\n<p>This model moves the focus from arbitrary, forced rankings to helping each person see their role in achieving business goals. \u201cIf you change the conversations that you have between managers and employees around setting quarterly goals, it changes the conversation to something that is not so much about a rating,\u201d Dennerline says.&nbsp;<\/p>\n\n\n\n<p>Consider this scenario: A manager and employee are having frequent check-ins and aligning on a quarterly or biannual basis. They talk about such topics as the employee\u2019s assignments, how the manager can remove roadblocks and empower success, and options for <a href=\"https:\/\/www.betterworks.com\/magazine\/how-integrating-learning-and-performance-helps-retain-and-future-proof-your-workforce\/\">learning and development<\/a>.&nbsp;<\/p>\n\n\n\n<p>\u201cThat employee is feeling engaged because they know that they\u2019ve got the support that they need to focus on and achieve the things that they&#8217;re trying to achieve,\u201d Aitken says. \u201cThat&#8217;s a whole lot different of an environment and experience than \u200cwhat a traditional performance management process delivers.\u201d<\/p>\n\n\n\n<p><a href=\"https:\/\/www.betterworks.com\/product\/performance-management-software\/\">Modern performance management<\/a> is fundamentally about good communication. Everyone wants to be heard and to have productive conversations in their personal lives. \u201cWhat we&#8217;re suggesting here is that we don&#8217;t stop being human when we show up at work, and that the same need for more feedback is consistent,\u201d Aitken says.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"htoc-less-work-more-often\">Less work, more often<\/h2>\n\n\n\n<p>While HR teams recognize that the system has to change, many HR leaders hesitate because continuous performance management feels like asking people to do more work.&nbsp;<\/p>\n\n\n\n<p>While having regular check-ins means meeting more often, this process doesn\u2019t burden managers. \u201cMore frequent, lighter-weight conversations actually take much <em>less<\/em> time and are much more impactful,\u201d Aitken says. Frequent check-ins are easier to plan for \u2014 and more productive \u2014 than evaluating a year\u2019s worth of performance data. \u201cWe\u2019re removing the burden and adding value,\u201d she says.<\/p>\n\n\n\n<p><br>That said,<a href=\"https:\/\/www.betterworks.com\/magazine\/hr-helping-managers-succeed\/\"> managers need support<\/a> if they\u2019re to carry out these conversations the right way, record the performance data, and track it against goals. Start by communicating why you\u2019re shifting to a performance enablement model and what that means for managers. When you have their buy-in, you have a better chance of success. And as the program is rolled out, HR should regularly check in with managers to see what they need in terms of support.<\/p>\n\n\n<div class=\"lazyblock-recommendedread-Z2oIJGW align  wp-block-lazyblock-recommendedread\">        <div class=\"recommended-read-notice\">Recommended Read<\/div> \n        <div class=\"recommended-read-box\">\n            <div class=\"recommended-read-image\">\n                <img decoding=\"async\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/12\/HowtoImproveManagerEffectiveness-Thumbnail-hero.jpg\" alt=\"\">\n            <\/div>          \n            <div class=\"recommended-read-text\">\n                <div class=\"recommended-read-categories\"><a href=\"https:\/\/www.betterworks.com\/magazine\/category\/vantage-point\/employee-experience\/\">Employee Experience<\/a> | <a href=\"https:\/\/www.betterworks.com\/magazine\/category\/vantage-point\/manager-enablement\/\">Manager Enablement<\/a><\/div>\n                <div class=\"recommended-read-title\">Your Ultimate Guide to Improving Manager Effectiveness<\/div>\n                <div><a class=\"recommended-read-cta\" href=\"https:\/\/www.betterworks.com\/magazine\/how-to-improve-manager-effectiveness-and-help-employees-thrive\/\">Read Now<\/a><\/div>\n            <\/div>\n        <\/div>\n        <\/div>\n\n\n<p>Communicating well about strategic performance enablement is important for maintaining leadership support, too, Aitken says. \u201cBeyond improving the culture and engagement, HR needs to be able to articulate how what we&#8217;re doing in this transformation is also going to affect the business.\u201d<\/p>\n\n\n\n<p>Rethinking performance management brings frequent conversations to the forefront. HR gains visibility into the real-time state of the workforce. Managers get to know their reports better and how they can support them. Your workforce understands what they\u2019re supposed to focus on and how their efforts support the business. Make work better by ditching the old ways of performance management and empowering your workforce to reach its full potential.<\/p>\n\n\n<div class=\"lazyblock-post-resource-cta-ZgXqcz align  wp-block-lazyblock-post-resource-cta\"><div class=\"custom-post-resource-box\" style=\"background:url('https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/03\/Webinar-Recap-Rethinking-Performance-Management-Doug-and-Jamie-Horizontal-1.jpg;') no-repeat center;background-color:;box-shadow: 0px 0px 18px -5px ;background-color:\">\n  <div class=\"custom-box-heading\" style=\"max-width:50%;\"><p style=\"color:#ffffff;font-size:28px\">Make Work Better: Rethinking Performance Management<\/p><\/div>\n  <div class=\"custom-box-cta\" style=\"\"><a class=\"et_pb_button\" href=\"https:\/\/event.on24.com\/wcc\/r\/4117915\/CB1BB299F9F35FEB878E728A5F8A573E\" style=\"color:#ffffff;background-color:#FF7369;\">Watch On-Demand<\/a><\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>The idea of performance management is more than a century old \u2014 and those old ways of thinking about performance no longer make sense for today\u2019s workplaces.&nbsp; The annual review, in particular, is a going-through-the-motions exercise that doesn\u2019t improve employee outcomes. \u201cPeople hate getting it, people hate giving it \u2014 and it doesn\u2019t change performance,\u201d [&hellip;]<\/p>\n","protected":false},"author":111,"featured_media":90004,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[3307],"tags":[],"featured_location":[],"industry":[],"class_list":["post-90000","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-performance-management"],"acf":[],"yoast_head":"<!-- This site is optimized with 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empower people.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.betterworks.com\/magazine\/doug-dennerline-jamie-aitken-rethinking-performance-management\/\" \/>\n<meta property=\"og:site_name\" content=\"Betterworks\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/BetterWorks\/\" \/>\n<meta property=\"article:published_time\" content=\"2023-03-29T22:31:57+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2023-09-12T17:02:21+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/03\/Webinar-Recap-Rethinking-Performance-Management-Doug-and-Jamie-Thumbnail.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"800\" \/>\n\t<meta property=\"og:image:height\" content=\"800\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Michelle Gouldsberry\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta 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