In this Workhuman® episode of “Have a Minute?”, Dr. Patti Fletcher, VP of brand marketing, speaks with Rosette Cataldo, VP of performance & talent strategy, about the difference between performance management and performance development.
“This shift in the world of performance management is bringing more ownership to the employee as it relates to their development than ever before,” says Rosette. “Your grandfather’s performance management from yesteryear was about the manager and employee connecting. But the way work gets done now is that the manager isn’t always around. Employees have to look to their peers to get the support, guidance, and help to do their best work.”
Rosette continues, “It’s no longer an HR event, or a campaign, or a reminder for the manager to talk to the employee. It’s about the employee saying – ‘We just met, and I want to do better tomorrow. Can you help me out, and, by the way, you have permission to help me out because I’m asking.’ That’s one of the biggest shifts we see happening – the removal of HR and having the employee owning it. There are not a lot of tools out there to help, because most of the tools were built for HR administrators.”
“This changes the landscape for how we think about HR service delivery,” says Patti. “We talk about feedback and what you just described in the everyday workplace is that feedback enables us to experience something very specific. Nobody gets to the finish line alone in any of our jobs … The role of feedback is not saying you’re good or you’re bad, it’s more of ‘Here’s what I need from you to collectively get to the finish line.’”
“Feedback is something you ask for regularly and it’s received regularly,” says Rosette. “It feeds into the shifting of goals and the shifting of work. It allows employees to truly do a better job tomorrow than they are doing today because they have greater insights.
“Feedback isn’t necessarily the information you are giving or receiving – it’s also being aware of all the things happening in the ecosystem, including recognition. You can receive a notification of all the great work your peers are doing and begin to understand where the water line is for success in your organization, which allows you to deliver at a higher level. It becomes this massive opportunity to have insight and it’s that insight that creates the performance and the productivity.”
(Each week, Dr. Patti Fletcher speaks with a Workhuman colleague on how to unlock the power of connection in the global talent economy.)
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