Performance coaching and feedback are essential for managers to help their employees improve productivity, develop and enhance their performance capacity, and address any underperformance. As a leader or manager, it is important to build strong relationships with your team to understand their curiosity, capacity to perform, and attitude towards work. Research conducted by Gallup has revealed that performance management processes are important, but leaders and mentors are the most crucial element in developing high performance. Therefore, it is essential for senior management to be fully involved in creating a culture of performance management in the company.
To ensure that your team is up-to-date with the latest skills and knowledge, explore evidence-based materials and courses on performance management and training for knowledge workers. You can also read more about the history of performance management in the Harvard Business Review article The Performance Management Revolution. One of these competencies is performance counseling and feedback, which helps managers and executives promote a culture of high performance. The effective application of performance advice and feedback will result in better achievement of the agency's strategic objectives, as well as in the professional growth of both managers and employees. As a manager, it is your responsibility to identify each person's strengths and help them develop these skills with a personalized plan.
Development-focused performance management systems tend to focus more on setting meaningful goals and advising employees on their progress, and may also include monetary rewards for those who perform well. This is especially important because it is easy to be skeptical about performance management and coaching.