The annual performance process continues to be the primary tool for setting, directing and supporting performance in the majority of organizations despite significant evidence over a period of more than 20 years that it does not work.

In this video, I share some tips on how to shift from Performance Management to Performance Enablement.

Insanity is doing the same thing over and over and expecting different results

Einstein

At Lighthouse NINE Group we have been working with organizations to research and transform this critical and yet often complicated process. In this work we have found the following four simple shifts that are making the most significant difference for both team members and managers:

  1. Shifting from ‘Performance Management’ to ‘Performance Enablement’ – this single word shifts mindsets, behaviours and results. Enablement is about creating the environment for success vs. Management.
  2. Simplified focus and dialogue on ‘Capability’ and ‘Contribution’ – what skills, attributes & experience do you need (capability) and how I can impact the goals of the organization in my role (contribution).
  3. Increase the frequency of connection – our world is changing so quickly, and annual reviews are no longer effective. More regular check-ins maintain focus, support agility to adapt to change, and increase connection and value critical to retaining talent.
  4. Simplified process – reducing the complexity of systems and processes that confuse team members and take time away from driving results. Replace with enhanced dialogue around three simple questions in the video to enhance capability and contribution.

To continue the dialogue on how you can enhance this important process in your organization feel free to reach out to Lighthouse NINE Group.

Greg Smith
Partner
Lighthouse NINE Group
One Eva Road, Suite 209 | Etobicoke, ON M9C 4Z5
Office: 289-834-3963
greg@lighthouse9.ca
LinkedIn/in/greg-smith
www.lighthouse9.ca

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