Human Capital Management, Leadership

What to Expect in Performance Management 2019

/ December 14, 2018 December 14, 2018

1. Coaching vs. Feedback

While continuous real-time feedback remains in the forefront of performance management trends, 2019 will see a shift from ‘feedback’ to ‘coaching’ as it relates to performance management. Feedback is what could have been done, while coaching is in the moment and gives employees the chance to course correct. Although feedback is still supportive in nature, coaching enables employees to focus on strengths as opposed to correcting behaviors.

Tips for managers on how to use coaching: listen and empower, show interest in your employees’ long-term goals; this is about their growth. Take a positive approach to guide performance conversations, explaining the why behind your recommendations.

2. 360 Degree Feedback

360-review process involves receiving feedback from employees’ subordinates, colleagues, and supervisor(s), as well as a self-evaluation component. Different from most performance management plans; 360’s relies on multiple perspectives and opinions, rounding out a more valid review. It also identified areas of development opportunities, increases self-awareness and can be linked to organizational core competencies. It supports a trend of moving away from quantitative rankings and toward a more qualitative performance result.

3. All about the data!

As we all know, developments in technology are rapid and better utilizing technology will be at the forefront for organizations moving in 2019. New software solutions in performance management plans allow employers and employees to track and monitor performance management in real time, across multiple platforms and methods. From goal setting, progress tracking to instant feedback, these enhances in performance management technology will lead the way towards real-time feedback and away from the obsolete annual performance review.

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