Performance management can no longer be an annual check-the-box activity marked by one or two formal discussions. The speed of business requires leaders to have regular performance conversations with their direct reports so they always know how they are progressing and what they must do to improve. Leaders must have meaningful, ongoing coaching and development discussions and provide just-in-time feedback to ensure that employees’ efforts are aligned with changing business priorities.
Performance management, more than ever, is a shared process—although majority-owned by employees. Employees should play a role in setting their own goals and actively seeking feedback and coaching around their performance. And, even more importantly, they should take the lead in crafting and following through on their own development plans
Complete all four courses to receive a Technology & Leadership Center certificate in Performance Management.