The WFC Group Blog

Great Workforce Performance Isn’t Just Managed — It’s Developed

Posted by Neil Shah on Dec 5, 2017 10:30:00 AM

Workforce Performance.jpgistock.com/credit: Suat Gürsözlü

There’s not a business around that wouldn’t love to improve its workforce performance and productivity. These are certainly common goals that guide many of our workforce management solution implementations for our clients. But while the tools best suited to specific businesses may vary, the approach to how they are used may be the real secret to a more productive workforce. In a new report, Gallup digs into the pitfalls of traditional performance management on employee engagement and makes a convincing case for a developmental approach to cultivating great performance.

Responsible Managers Inspire Responsible Employees

Traditional performance management isn’t broken, but it is definitely outdated. Businesses have been faced with a lot of cultural shifts in recent years, from technology to generational ebbs and flows, so challenges are no surprise. Just as any business expects strong work from its employees, today’s workforce has needs and expectations of their employer to be able to deliver — and they’re not unreasonable. It comes down to managers being more directly and continually invested in the performance and development of individual employees — not just when the time comes for quarterly or biannual reviews.

What Workers Want

In Gallup’s study of workplace engagement, they found a strong correlation of employers that deliver on employee expectations and a high performing workforce.

  • Workers want a purpose, not just a paycheck.
    • A career is more compelling than a job.
  • They want to work for someone who acts as a coach, not just a boss.
    • When management seeks to understand and set goals for growth and then works together to achieve them, employees are more engaged.
  • They want real opportunity for growth and development.
    • An obvious upward trajectory in title or responsibilities is more motivating and worth working toward than a dead-end position.
  • They want clarity around their job and priorities.
    • Clear, consistent communication of expectations keeps confusion at a minimum and confidence at a high.

Pursue Performance Development Over Performance Management

It’s a cultural shift that’s not a simple switch, but it brings managerial roles and employee relations into more frequent engagements. A cycle of continual feedback in a future-oriented, coach-like atmosphere primes employees with what they need to achieve individual and organizational goals. It breaks down into three real benefits to employees and employers alike, aligned with the expectations of both:

  • Establishes Clear Expectations for Stronger Work
  • Continual Reinforcement of Improvement-Oriented Mindsets
  • Stronger Individual Accountability

Stay tuned for our post next week, when we’ll dive into the important upcoming Kronos Workforce Ready updates that make Performance Development an achievable reality for SMBs.

Topics: Workforce Management, Workforce Trends