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What Managers Need to Run Better Performance Conversations
-This article is part of a series exploring how organisations can improve performance development by better connecting learning, data and manager capability.
• In the first article, we explored why performance development works best when learning and performance are connected.
• In the second, we examined why performance conversations need learning data to move beyond opinion and become more effective.
This final article focuses on the role of the manager and what managers need to run more effective performance conversations in practice.2 -
What Managers Need to Run Better Performance Conversations
-Managers play a key role in performance and development — but many are expected to run performance conversations without the structure or support needed to do it effectively.
In this video, we explore:
• why performance conversations can be challenging
• the common gaps managers face
• what support makes the biggest difference
• how organisations can improve performance development
When managers are supported with structure, data and tools, performance conversations become more consistent, more confident and more effective. -
Why Performance Conversations Need Learning Data
-Performance conversations are more effective when supported by learning data, capability assessments and feedback. Discover how to improve performance discussions.
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Performance Development Works Best When Learning and Performance Are Connected
-Performance development improves when learning, feedback, and capability assessments are connected. Discover why integrated systems drive better results.
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Performance Development Works Best When Learning and Performance Are Connected
-Performance development works best when learning and performance are connected.
Many organisations run training programs and performance reviews as separate processes. Learning happens in one system, while performance conversations happen somewhere else. As a result, development plans often become intentions rather than real capability growth.
Research from Deloitte, Gallup and McKinsey shows that organisations achieve stronger results when learning, feedback and performance development operate together.
In this video we explain why organisations are moving toward integrated approaches that connect:
• learning
• capability assessments
• feedback
• performance conversationsWhen these elements work together, managers can guide development more effectively and organisations can build capability across their workforce.
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Are Annual Performance Reviews Are Letting Your People Down?
-Most annual performance reviews fail to drive growth. Discover why continuous performance development delivers better engagement and results.
