What future do you envision for the performance management process in organisations?
DM I would like to see a difference in our approach and thinking during the performance management process. Firstly, as leaders, we must be evaluated on our vision, mission, and core values plus their alignment, and then we define the ‘ideal employee’ and follow the same. We can only evaluate if we have done the right work, and set goals, and paths for the team to evaluate. Impending thought processes may lead to regular multi-prospective feedback and job chats, plus fewer annual reviews. Honest feedback to access the impact is just not leadership but it can often be what teammates or even customers deserve.
I see the performance management moving towards the following pointers in this decade:
1. Focus on the group and less on the individual.
2. Alliance on strategy.
3. Reviewed regularly and adjusted instead of classical annual planning.
4. Fewer silos and more cross-cultural ecosystems.
5. Clarity,...
