Performance development™ is a top priority for enterprises today. As companies like Google, Adobe and even General Electric – a company that long championed the annual review process – evolve their methodologies to keep up with changing workplace expectations, businesses are wondering more than ever how they can turn performance development into an ongoing ritual. While some business leaders may argue that frequent meetings waste time spent on more valuable tasks, the reality is that without this consistency, ongoing performance development just isn’t possible.
Consistent Communication Drives Momentum
In the modern-day workplace, both employers and employees expect a reciprocal relationship based on performance. Business leaders want their workers to go above and beyond expectations in order to achieve company goals, while employees demand opportunities for career growth, recognition and upward mobility. Managers who conduct meetings with employees on a consistent basis are better equipped to motivate employees to improve their performance throughout the year.
Business News Daily shared data from TriNet that also points to the frustration employees feel regarding irregular performance reviews. According to the research, 75 percent of millennials feel uninformed about how their leaders and peers feel about the quality of their work. Rather than robbing employees of the opportunity to improve immediately, managers should hold regular meetings with their employees to ensure they have the opportunity to improve and achieve their goals.
“Employees who have good relationship with managers are more likely to succeed.”
Relationship Development Drives Performance Development
Further, employees who have good relationships with managers are more likely to succeed at work, and frequent conversations fuel this type of partnership. In fact, research from Gallup showed employees whose managers hold regular meetings with them are nearly three times as likely to be engaged as employees whose managers do not communicate with them regularly. By fostering a relationship with their employees that involves feedback, coaching and motivation, managers can encourage ongoing performance development that better helps employees achieve their goals.
Beyond Frequent: Informed
Of course, even frequent meetings can’t improve performance or engagement if the discussions aren’t informed. That’s where interactive performance management software that illustrates how both team and employee performance relates to company goals comes in. Using data, insights and visualization, managers can give more accurate assessments to employees and provide them with helpful tools and information to improve.
Ongoing performance development is essential to long-term success. With strong, engaged managers who share consistent feedback with employees, enterprises will be more likely to achieve their goals.