{"id":90284,"date":"2023-04-12T15:49:11","date_gmt":"2023-04-12T22:49:11","guid":{"rendered":"https:\/\/www.betterworks.com\/?page_id=90284"},"modified":"2024-07-30T03:42:22","modified_gmt":"2024-07-30T10:42:22","slug":"where-we-keep-going-wrong-with-performance-management","status":"publish","type":"page","link":"https:\/\/www.betterworks.com\/where-we-keep-going-wrong-with-performance-management\/","title":{"rendered":"Where We Keep Going Wrong With Performance ‘Management’"},"content":{"rendered":"

[et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” background_color=”RGBA(255,255,255,0)” use_background_color_gradient=”on” background_color_gradient_stops=”#333333 0%|#333333 81%” background_color_gradient_start=”#333333″ background_color_gradient_end=”#333333″ background_color_gradient_end_position=”81%” background_enable_image=”off” module_alignment=”left” custom_margin=”0px||||false|false” custom_padding=”15px||30px||false|false” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row column_structure=”1_2,1_2″ custom_padding_last_edited=”on|phone” _builder_version=”4.16″ _module_preset=”default” custom_margin=”||15px||false|false” custom_padding=”|||100px|false|false” custom_padding_tablet=”|50px||50px|false|true” custom_padding_phone=”|5px||5px|false|true” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text content_tablet=”<\/p>\n

What Employees Want From Performance Management Technology<\/h1>\n

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What Employees Want From Performance Management Technology<\/h1>\n

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Where We Keep Going Wrong With Performance ‘Management’<\/h1>\n

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Having the wrong technology hurts companies more than having no technology at all when it comes to engagement, strategic alignment, productivity, and working on the right tasks.
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Having the wrong technology hurts companies more than having no technology at all when it comes to engagement, strategic alignment, productivity, and working on the right tasks. <\/span><\/h3>\n

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View On-Demand<\/h6>\n

[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/04\/HomepageThumb-2023-05-JasonLauritsen.jpg” alt=”eBook graphic – increasing trend chart” title_text=”HomepageThumb-2023-05-JasonLauritsen” align=”center” _builder_version=”4.16″ _module_preset=”default” width=”65%” width_tablet=”70%” width_phone=”70%” width_last_edited=”on|phone” custom_margin_tablet=”50px||||false|false” custom_margin_phone=”40px||||false|false” custom_margin_last_edited=”on|desktop” border_radii=”on|12px|12px|12px|12px” global_colors_info=”{}” width__hover_enabled=”on|desktop” width__hover=”65%”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ _module_preset=”default” background_color=”#F2F2F2″ background_enable_image=”off” module_alignment=”left” custom_margin=”0px||||false|false” custom_padding=”15px||90px||false|false” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row column_structure=”3_5,2_5″ _builder_version=”4.16″ _module_preset=”default” custom_margin=”15px||||false|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|tablet” custom_padding=”5px||5px||true|false” global_colors_info=”{}”][et_pb_column type=”3_5″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text ul_item_indent=”50px” content_tablet=”<\/p>\n

How can companies create a better employee experience, retain talent, and deliver the outcomes they need to thrive?<\/strong><\/p>\n

We surveyed thousands of employees and managers across the US and UK to create a comprehensive picture of how employees are thinking about their experience of work, their plans to stay or go, and how their employers are supporting their growth and success.<\/p>\n

Key findings include:<\/p>\n

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  • Companies can do more to control voluntary churn<\/li>\n
  • Counteroffers can be used more effectively to retain top talent<\/li>\n
  • Employees feel trapped by rigid, out-of-date goals<\/li>\n
  • To be effective, feedback and check-ins must include a connection to both goals and employee growth plans<\/li>\n
  • Dedicated software tools are more effective \u2014 but having underperforming tools can be worse than having no tools at all<\/li>\n<\/ul>\n

    Overall, we found when companies provide a model of performance management inclusive of regular check-ins, continuous feedback, and agile goal setting, they are best positioned to support employees in the ways that matter most to them. Download the report to learn more about how you can enable great performance.<\/p>\n

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      How can companies create a better employee experience, retain talent, and deliver the outcomes they need to thrive?<\/strong><\/h3>\n<\/p>\n

      We surveyed thousands of employees and managers across the US and UK to create a comprehensive picture of how employees are thinking about their experience of work, their plans to stay or go, and how their employers are supporting their growth and success.<\/p>\n

      Key findings include:<\/p>\n

        \n
      • Companies can do more to control voluntary churn<\/li>\n
      • Counteroffers can be used more effectively to retain top talent<\/li>\n
      • Employees feel trapped by rigid, out-of-date goals<\/li>\n
      • To be effective, feedback and check-ins must include a connection to both goals and employee growth plans<\/li>\n
      • Dedicated software tools are more effective \u2014 but having underperforming tools can be worse than having no tools at all<\/li>\n<\/ul>\n

        Overall, we found when companies provide a model of performance management inclusive of regular check-ins, continuous feedback, and agile goal setting, they are best positioned to support employees in the ways that matter most to them. Download the report to learn more about how you can enable great performance.<\/p>\n

          <\/ul>\n

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          Performance management has made a comeback due to economic pressures and higher expectations from organizational leaders. However, traditional approaches have failed to improve organizational performance and have instead resulted in wasted time and disenfranchised employees. This has led to performance management being seen as a painful afterthought, dreaded by managers and employees alike.<\/span><\/p>\n

          The new approach to performance management is different. It is intelligent and enables managers to be more effective at managing. It is routine and happens continuously in the flow of work. Moreover, it looks ahead to how employees can achieve and develop, turning the traditional process into performance enablement. HR leaders embracing this approach are now making work better for employees, managers, and themselves.<\/span><\/p>\n

          Jason Lauritsen, best-selling author and advisor, joins us to share his framework for designing a performance enablement system that cultivates human potential at work and actually improves people\u2019s lives.<\/span><\/p>\n

          Attendees will learn:<\/span><\/p>\n

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          • The common issues that thwart well-intentioned performance management and performance improvement efforts.<\/span><\/li>\n
          • The critical role of providing clarity in enabling performance.<\/span><\/li>\n
          • Equipping managers to have better conversations with people.<\/span><\/li>\n<\/ul>\n
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                Download the eBook<\/h3>\n

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                Download the eBook<\/strong><\/p>\n

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                View On-Demand<\/h3>\n

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