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Key Takeaways
Performance management should focus on behaviours and outcomes, not just numbers and targets.
Performance management should be a continuous process, not a one-time annual event.
Managers need to have difficult conversations and provide coaching regularly to avoid formal performance management processes.
Technology can be a catalyst for performance improvement, but human interaction and support are crucial.
Values, behaviours, and principles need to be ingrained in the organisational culture for effective performance management.
Employees need to be involved in the performance management process and feel valued and supported.
Transparency and communication are essential for successful performance management.
Change management programs often fail due to a lack of consideration for people and their emotions.
Trust is built through actions, not just words, in performance management.
Performance management should aim to help employees ...
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