Talent Tectonics by Steven T. Hunt

Author:Steven T. Hunt [Hunt, Steven T.]
Language: eng
Format: epub
ISBN: 9781119885191
Publisher: Wiley
Published: 2022-07-22T00:00:00+00:00

FIGURE 7.1 The performance management dilemma.

Solving the performance management dilemma starts by recognizing that performance management is not one process. It is several processes that must be linked together without becoming overly intertwined. Figure 7.2 illustrates the three main parts of performance management: setting expectations, discussing progress, and assessing contributions. Each involves a different set of activities and affects performance through different sets of psychological pathways, but how one part is conducted also influences the effectiveness of the other two parts.

Aligning job goals and expectations. This is about ensuring employees understand what they must accomplish, why it is important for the success of the organization, and how it affects achievement of their own career goals. This includes updating goals and job expectations to reflect changes in the company strategy. Psychologically, this is about focusing employee attention, energy, and motivation.

Ongoing coaching and development. This is about employees understanding their level of performance and helping them change their behaviors to be more successful. It involves giving employees ongoing performance feedback about their progress toward meeting their job expectations and achieving their career goals. Psychologically, this is about increasing employee self-awareness and self-management.

FIGURE 7.2 The three parts of performance management.

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