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Photo: Aleks Marinkovic

#WorkTrends: Aligning Around Performance Management: New Findings

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Listen to the full conversation and see our questions for the upcoming #WorkTrends Twitter Chat. And don’t forget to subscribe to the podcast, so you don’t miss an episode.

How, where, and when we work may have changed, but there still needs to be a way to manage performance. But do employees want that right now? Amid the uncertainty, the answer is yes. Employees are yearning for continuous feedback, according to a 2020 performance management benchmark report by Reflektive, which surveyed over 1,000 HR practitioners, business leaders, and employees. And the feedback process is bolstering the relationship between managers and employers. 

I invited Jennifer Toton, Chief Marketing Officer at Reflektive to #WorkTrends to shed light on this benchmark study and dig into some of the trends it reveals. But as Jennifer pointed out, what was surprising was what didn’t change. The formal process of performance management and the number of reviews are still intact, but the way we give and receive feedback has really evolved. “We saw a 90% increase in employees who want more formal feedback conversations on a monthly or more frequent basis.”  

Also compelling, to me, is that even in these times, employees have retained a sense of optimism. Many believe that six months from the time of the survey, business will remain as usual. A quarter believed they would learn more skills. Another quarter said they would feel proud of the work they accomplished, and about a fifth said that they will feel more productive. “Our employees are resilient and they’re adapting to the change,” added Jennifer. 

Much is up to the managers, though. They must be transparent in their communication, said Jennifer, particularly around salary freezes and pay cuts, as honesty feeds trust. In addition, 80% of employees said they were having regular meetings with their managers, and that they found the format was not only positive, but productive. 

We covered a lot of ground in this discussion, so I encourage you to have a listen for yourself. Got feedback? Feel free to weigh in on Twitter or on LinkedIn. (And make sure to add the #WorkTrends hashtag so others in the TalentCulture community can follow along.)

 Twitter Chat Questions
Q1: Why do organizations struggle with performance management? #WorkTrends
Q2: What strategies can help improve performance management? #WorkTrends
Q3: How can leaders refocus performance management for better results?  #WorkTrends

Find Jennifer Toton on Linkedin and Twitter

This podcast is sponsored by Reflektive.

(Editor’s note: This month, we’re announcing upcoming changes to #WorkTrends podcasts and Twitter chats. To learn about these changes as they unfold, be sure to subscribe to our newsletter.)

Photo: Jose Mizrahi

#WorkTrends: Building Trust In Uncertain Times

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Listen to the full conversation and see our questions for the upcoming #WorkTrends Twitter Chat. And don’t forget to subscribe to the podcast, so you don’t miss an episode.

It’s safe to say uncertainty is universal these days. But how do we get past it and stay engaged in our work? Remember the T-word: trust. So I invited Iain Moffat, Chief Global Officer of MHR International, to #WorkTrends to share his best practices for building workplace trust during these uncertain times.

Iain said we need to be better listeners to be better communicators. And organizations really need to step up their game on this, and “address and communicate aspects around safety, the relationship, and the connected aspects of work,” he added. I wanted to know what else companies can do to enable their employees to trust them and feel trusted. 

Iain’s answer: make a conscious effort. Managers must regularly communicate, actively listen, and continue to work through the kinks of being remote and virtual. You only learn by doing, so start now. Treat trust as a collaboration. 

Here’s another straightforward way to build trust between managers and employees:  invest time in really checking in. Don’t just run a checkup. Regular check-ins can help employees stay motivated. Plus, it’s an opportunity to tackle deeper questions about where your organization is heading and how that employee fits into it all. Creating this sense of belonging can even lead to better employee performance. And besides, it makes everyone feel better.

We covered a lot of ground in this discussion, so I encourage you to have a listen for yourself. Got feedback? Feel free to weigh in on Twitter or on LinkedIn. (And make sure to add the #WorkTrends hashtag so others in the TalentCulture community can follow along.)

Twitter Chat Questions

Q1: Why do organizations struggle with building trust? #WorkTrends
Q2: What strategies can boost trust and a sense of belonging remotely? #WorkTrends
Q3: How can leaders overcome uncertainty and promote a sense of trust? #WorkTrends

Find Iain Moffat on Linkedin and Twitter

This podcast is sponsored by MHR International.

(Editor’s note: In August we’ll be announcing upcoming changes to #WorkTrends podcasts and Twitter chats. To learn about these changes as they unfold, be sure to subscribe to our newsletter.)