In the last 12 months, it has become apparent that we cannot achieve our potential without ensuring we maintain connection.
We must remember that performance managemnet was defined to accelerate the organization.
Our Tandem explores Continuous Performance Management in their latest whitepaper.
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As we navigate the world of Teams, Zoom and a geographically scattered workforce, how does the new reality shape our performance management practices? Does remote working hinder teams from building a truly collaborative network and having authentic, progressive conversations?
Greater focus on wellbeing and the employee experience must now take center stage, to ensure our employees enjoy a positive experience, regardless of the circumstance of their work. However, can these initiatives work in isolation and have a sustainable impact, when arguably the greatest cornerstone of your experience is how you are managed?
What’s interesting is how performance management has changed, and how many employers have weaved a greater focus on growth and development, wellbeing, and truly human connections into the core strategy of their new practices.
Continuous and Real-Time Feedback Practices
Continuous and real time feedback has been an aspiration of many organizations but in reality has been challenging for some to sustain. It’s implementation again brings different outcomes and it’s worth considering the purpose of continuous feedback when introducing it.
Download this whitepaper from Our Tandem to discover more about the new reality of Continuous Performance Management, who believe, after 27 years researching performance management, there’s never been a more exciting or fascinating time to be looking at its evolution.
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