What Employees Want From Performance Management?
By Barbara Ross
员工希望从绩效管理中获得什么？
一项研究表明，员工与管理人员沟通的最佳时间是每周六小时。对于许多员工而言，这个数字似乎令人惊讶，很多组织认为员工在与管理人员交谈后能够提高生产率。
为什么员工和经理不沟通？
通常，管理人员和员工之间的会议是非结构化的，因为他们缺乏适当的议程。如果没有适当的项目可供讨论，那么会面就会变得不那么专注。除了监督员工之外，管理人员通常还需要考虑其他业务，因此，他们不会优先考虑绩效检查。
员工与经理沟通可以获得什么？
员工可以通过与经理沟通获得很多收益，因为这能够提高绩效，提高参与度和培养所需技能。
组织应该持续帮助管理者提高员工的整体绩效和发展技能，从而为所有员工创造双赢局面！
It is crucial for the employees of any organization to have an ongoing conversation with their managers to ensure accomplishment in the workplace. A study indicates that the optimal time employees should spend communicating with their managers is six hours a week. As the number perhaps seems surprising for many employees, organizations are increasingly considering higher productivity rates from their employees after they have spent some quality time with their managers. As a matter of fact, the research found that employees, who have been spending good time with their managers, are 29% more inspired, 30% more engaged, 15% more intrinsically motivated, and 16% more innovative than all those employees who had to spend hardly an hour per week.
Bridging the Performance Gap
The sad part is that employees and their managers do not really get along as much as they should be. Since the time when objectives are set at the start of each year, till performance management takes place, there lies a gap between managers and their employees. A few formal words from the manager may not be helpful, which eventually leave the employees on their own, without an assurance if they are working on the right things, or without any assistance on how they can amplify their impact.
Getting proper attention from the management is crucial for employees, as business goals shift over time, and it is important to guide the employees throughout the process on what is expected from them. The quality and frequency of such meet-ups is crucial not only for goal alignment, but personal development as well. If employees do not get many chances to connect with their managers, how will they ever get to know if they are going on the right track and what they can do to further improve themselves?
Why Employees And Managers Do Not Communicate?
Generally, the meetings that take place between a manager and employee are unstructured as they lack proper agenda. If there are no proper items to discuss, the meet-ups become quite unfocused. Managers generally have to look into several other aspects other than supervising their workers, and as a result, they do not make performance check-ins their priority.
Managers may not have enough time, forget to have their employees on-board, do not understand the value of these meetings, and lack training.
Employees, on the other hand, also play a vital role here, and even if they fail to have effective communication with their managers about their performance, because they may avoid bragging, they do not keep track of their performance, lack ownership of their careers, etc.
What Employees Can Gain By Communicating With Their Managers?
Employees can gain a lot by communicating with their managers, as it is the best approach to improve performance, increase engagement, and develop the required skills. Lack of feedback causes them to feel separated and find their talent of no value within the organization.
There are a few vital means via which employees can acquire the most out of their regular performance by communicating with their managers:
• Make Their Work Visible – To make the managers understand what their employees are working on, it is vital for the employees to make their achievements and activities visible to them. Ideally, this approach would work from previous meetings, so that there is continuity in communication, so that steady progress can be shown week after week.
• Raise Problems Proactively – It is imperative for the employees to share their needs and reliance with the managers. What resources do they require? What challenges are they facing? Are they hindering their goals? Employees need to be clear about how their surroundings are affecting their performance or accomplishment of their goals.
• Align Opportunities – Regular check-ins allow employees to understand the expectations of their managers more clearly, and authenticate that they are focusing on the right activities. In case the business priorities change, they would know if they actually have to realign and focus on different goals or not.
• Get An Input - Employees must invite feedback from the managers on their recent actions. Are they being able to accomplish their targets in a timely manner? Are they prioritizing different activities adequately?
Can Continuous Performance Management Help?
Managers are the ones conducting performance reviews, and employees are responsible for demanding ongoing feedback and supervision they require throughout the year. Performance management must comprise of recurring 1-on-1 meetings between the managers and their employees, so that their performance and goals are properly aligned towards accomplishing the right businesses objectives.
These meetings do not turn out to be a one-way street, but both managers and their employees need to collaborate with each other. The manager should not be doing the task of their employees, but rather to create an environment that helps the employees be successful. And it is the prime responsibility of the employees to proactively share their activities and seek valuable input.
Developing the right aptitude is basically a combination of manager’s skills to guide and an employee’s willingness to learn. The employees want the entire performance management process to be more forward-looking, more employee-driven, and continuous help from managers to improve overall performance and develop skills of their employees in a way that it creates a win-win situation for all!
