The ultimate success of leadership is to influence people to execute the goals and objectives of the organization so that the strategy is realized, and profits are generated for maximized sustainability.
Top Human Capital Challenge: Employee Engagement
According to a recent SHRM research report, Business and Human Capital Challenges Today and in the Future, the top human capital challenge is maintaining high levels of employee engagement (38%).
According to a survey conducted by Custom Insight, an organization that focuses on employee engagement, the primary cause of employee disengagement points to managers, where 15% of employees are disengaged because of poor accountability, communication, direction, and feedback.
These are managers who are inadequately communicating expectations and direction, helping employees set goals, and are insufficiently supporting, and holding them accountable to achieve them.
There are many levers within leaders’ hands to increase employee engagement, and drive effective change. One of those levers is the reinvention of performance management to one of an everyday approach.
Everyday Performance Management
An everyday performance management approach looks to provide regular feedback that continually drives performance, supports the development of, and more deeply engages individuals.
This reinvention of the performance management framework shifts the emphasis from assessing past performance to set future goals and aligning expectations.
It moves to a continuous performance management approach underpinned by collaborative goal setting and providing frequent, continuous feedback, and opportunities for personal development.
If builds an ongoing feedback loop between leaders and employees into daily operations. These regular check-ins provide an opportunity to establish micro-goals, and milestones, which are aligned and linked to larger organizational goals.