{"id":91223,"date":"2023-05-25T22:50:43","date_gmt":"2023-05-26T05:50:43","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=91223"},"modified":"2024-11-18T19:05:17","modified_gmt":"2024-11-19T03:05:17","slug":"stacia-garr-performance-improvement-is-about-small-corrections","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/stacia-garr-performance-improvement-is-about-small-corrections\/","title":{"rendered":"Stacia Garr: Performance Improvement Is About \u2018Small Corrections \u2014 Not Great Big Changes\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-feed-data-to-the-people-who-need-it-most\">Feed data to the people who need it most<\/a><\/li><li class=\"\"><a href=\"#h-identify-types-and-sources-of-performance-data\">Identify types and sources of performance data<\/a><\/li><li class=\"\"><a href=\"#h-reimagine-how-you-manage-performance\">Reimagine how you manage performance<\/a><\/li><\/ul><\/div><\/div>\n\n\n\n<p>As how we work changes, we\u2019re putting more responsibility on managers. But many of them are becoming less engaged and effective. What can HR leaders do? The good news is that you have more control over manager empowerment than you realize.<\/p>\n\n\n\n<p><a href=\"https:\/\/landing.redthreadresearch.com\/managing-better-summary\" target=\"_blank\" rel=\"noreferrer noopener\">RedThread research<\/a> finds there are many factors driving manager effectiveness, only some of which managers control. \u201cThat\u2019s really where performance management fits in,\u201d says <a href=\"https:\/\/www.linkedin.com\/in\/staciashermangarr\" target=\"_blank\" rel=\"noreferrer noopener\">Stacia Garr<\/a>, co-founder and principal analyst with <a href=\"https:\/\/redthreadresearch.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">RedThread Research<\/a>. HR can help managers by clarifying performance goals and providing relevant data to help them lead their teams more effectively, Garr says.&nbsp;<\/p>\n\n\n\n<p>We invited Garr to our <a href=\"https:\/\/www.betterworks.com\/how-better-people-data-can-make-managing-more-manageable\/\">upcoming People Fundamentals webinar<\/a> to share her insights on <a href=\"https:\/\/www.betterworks.com\/performance-management\/\">reimagining performance management<\/a> to empower managers and employees. Ahead of that event, we talked with her about the intersection of data, manager effectiveness, and performance enablement.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-feed-data-to-the-people-who-need-it-most\">Feed data to the people who need it most<\/h2>\n\n\n\n<p>Managers are more effective leaders when they have enough information about their team\u2019s performance to make good decisions, but not so much that they feel overwhelmed.&nbsp;<\/p>\n\n\n\n<p>\u201cIf we can take some of the work and weight off managers,\u201d Garr says, \u201cthat will give them the opportunity to be more engaged in work that is meaningful to them, reduce the overwhelming amount of work we&#8217;ve put on them since the pandemic, and will impact engagement, as well as effectiveness.\u201d<\/p>\n\n\n\n<p>When managers have real-time access to data, they can coach team members and influence their actions <a href=\"https:\/\/www.betterworks.com\/integrations\/\">in the flow of work<\/a>. \u201cIf you have information on how what you&#8217;re doing is working or is not, or needs to be adjusted or improved, then you make changes in the flow of work. Then, cumulatively, that equals higher performance,\u201d Garr says. \u201cIt&#8217;s really about in-the-moment corrections, small corrections \u2014 not great big changes.\u201d<\/p>\n\n\n\n<p>Real-time performance management produces results and builds trust between managers and employees because the data is clear, and so are the goals. We know that trust is eroded by performance reviews that surprise employees with negative feedback, and yet this keeps happening because \u201cthey don&#8217;t get the information and data they need throughout the process to make adjustments, or at least to know where they stand,\u201d Garr says.&nbsp;<\/p>\n\n\n\n<p>Recognizing the opportunity and capitalizing on it are two different things. \u201cWhen it comes to performance management data,\u201d Garr says, \u201cwe find that most organizations are not providing enough of that, both to the manager and the employee.\u201d<\/p>\n\n\n<div class=\"lazyblock-recommendedread-Z1VeGiJ 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\/2023\/05\/How-AI-in-People-Analytics-Is-Transforming-HR-SEO-Blog-Thumbnail.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\/hr-leadership\/\">HR Leadership<\/a> | <a href=\"\/okrs\/\">Strategic Alignment &amp; Execution<\/a><\/div>\n                <div class=\"recommended-read-title\">How AI in People Analytics Is Transforming HR<\/div>\n                <div><a class=\"recommended-read-cta\" href=\"https:\/\/www.betterworks.com\/magazine\/how-ai-is-transforming-hr-the-future-of-people-analytics\/\">Read Now<\/a><\/div>\n            <\/div>\n        <\/div>\n        <\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"h-identify-types-and-sources-of-performance-data\">Identify types and sources of performance data<\/h2>\n\n\n\n<p>Data can have a huge impact on manager effectiveness \u2014 and, in turn, employee performance \u2014 but only if you can provide managers with accurate, actionable data. The good news is you likely have more data at your disposal than you realize.<\/p>\n\n\n\n<p>\u201cData can be quantitative, it can be qualitative \u2014 it&#8217;s anything that can give us insights into somebody&#8217;s performance,\u201d Garr says. \u201cHistorically, we have relied largely on feedback gathered at a certain point throughout the year, and we haven&#8217;t relied much on the kind of data that we&#8217;re collecting in our system naturally.\u201d&nbsp;<\/p>\n\n\n\n<p>Data from an annual review, for example, is divorced from daily practice and doesn\u2019t offer a complete picture of performance. But if managers discuss performance with their team members during weekly one-on-ones, they generate dozens of data points that are more representative of ongoing performance.<\/p>\n\n\n\n<p>\u201cWe need to be designing these systems to fundamentally collect data in a different way and then to provide that information to managers \u2014 but also, critically, to employees,\u201d Garr says. \u201cOur research shows that those two populations \u2014 particularly employees \u2014 rarely get data about their own performance.\u201d<\/p>\n\n\n\n<p>As we think through changes in performance management systems, we need to focus on a couple of priorities, Garr says. \u201cHow do we collect feedback on an ongoing basis, so we\u2019re not relying on people and their recency biases?\u201d she says. \u201cHow do we collect a broader set of objective data that can feed into an assessment process or the decision somebody will make on how to adjust their performance?\u201d<\/p>\n\n\n\n<p>With the right tools for collecting, interpreting, and delivering performance data to the people who need it, you can empower managers to become more effective and truly coach their teams.<\/p>\n\n\n\n<figure class=\"wp-block-pullquote\"><blockquote><p><strong><em>\u201cWe need to be designing these systems to fundamentally collect data in a different way and then to provide that information to managers \u2014 but also, critically, to employees. Our research shows that those two populations \u2014 particularly employees \u2014 rarely get data about their own performance.\u201d<\/em><\/strong><\/p><cite>Stacia Gar, RedThread Research<\/cite><\/blockquote><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-reimagine-how-you-manage-performance\">Reimagine how you manage performance<\/h2>\n\n\n\n<p>Rethinking something as institutionalized as performance management is never easy, but Garr explains how HR leaders can get started.&nbsp;<\/p>\n\n\n\n<p>First, she says, \u201cmake sure you understand the problem you&#8217;re trying to solve within your own organization, and make sure that&#8217;s aligned to your business goals and objectives.\u201d What\u2019s working within the existing system, what\u2019s not, and what do people actually need?<\/p>\n\n\n\n<p>Many HR leaders emphasize continuous conversations between managers and their reports, but these processes are usually designed for HR compliance rather than for managers and employees. For instance, they require a lot of documentation, and they come with their own challenges beyond the ones you\u2019re trying to solve.<\/p>\n\n\n<div class=\"lazyblock-recommendedread-ZnNmTg 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>Consider what managers and employees need from performance management so they can make small behavioral changes in the flow of work. \u201cThink through: What are the feedback loops that are going to enable people to make better decisions?\u201d Garr says. \u201cWhat is the right level of feedback that people need to be getting?\u201d&nbsp;<\/p>\n\n\n\n<p>A data stream of insights from customers or clients may make sense in the context of a call center, for example, but is less useful in an internal research and development function. \u201cWhat&#8217;s the measurement that&#8217;s actually going to help people make those course corrections?\u201d Garr says.&nbsp;<\/p>\n\n\n\n<p>As you redesign performance management, leave room for customization based on each department and its goals. \u201cSet up an overall approach and vision for how this could look and where you&#8217;re going to need customization throughout the organization,\u201d Garr says.<\/p>\n\n\n\n<p>Want to learn more about applying data to improve manager effectiveness? Register for <a href=\"https:\/\/www.betterworks.com\/how-better-people-data-can-make-managing-more-manageable\/\">How Better People Data Can Make Managing More Manageable<\/a>.<\/p>\n\n\n<div class=\"lazyblock-post-resource-cta-ZtUHIf align  wp-block-lazyblock-post-resource-cta\"><div class=\"custom-post-resource-box\" style=\"background:url('https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/05\/Pre-Webinar-QA-Stacia-Garr-Horizontal.jpg;') no-repeat center;background-color:;box-shadow: 0px 0px 18px -5px ;background-color:\">\n  <div class=\"custom-box-heading\" style=\"max-width:80%;\"><p style=\"color:#ffffff;font-size:28px\">How Better People Data Can Make Managing More Manageable<\/p><\/div>\n  <div class=\"custom-box-cta\" style=\"\"><a class=\"et_pb_button\" href=\"https:\/\/www.betterworks.com\/how-better-people-data-can-make-managing-more-manageable\/\" style=\"color:#008AAB;background-color:#ffffff;\">Register Now<\/a><\/div>\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"<p>As how we work changes, we\u2019re putting more responsibility on managers. But many of them are becoming less engaged and effective. What can HR leaders do? The good news is that you have more control over manager empowerment than you realize. RedThread research finds there are many factors driving manager effectiveness, only some of which [&hellip;]<\/p>\n","protected":false},"author":139,"featured_media":91066,"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":[3559,3307],"tags":[],"featured_location":[],"industry":[],"class_list":["post-91223","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ai-people-analytics","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>Empower Managers to Be More Effective With Better Data - Betterworks<\/title>\n<meta name=\"description\" content=\"Stacia Garr wants to make managing more manageable. 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