Last Updated on February 15, 2024 by Editors Desk
“Performance Review Time” … those very words can strike fear into the hearts of employees and managers alike!
Organizational Performance Management systems are usually not effective, because of their inability to significantly enhance performance. Employees and Leaders are also usually not happy with the results !
But doing away with them is not the solution.
Studies and surveys also indicate, that discarding Performance Management might not be the solution, and may cause even more discontent and dissatisfaction !
But, If we use insights from Psychology Research findings, we can easily make things better !
Material Rewards, Intrinsic Motivation, and Corporate Culture Research on Employee Motivation and Engagement, highlights the limited efficacy of monetary and material rewards, in fostering Intrinsic Motivation, or Self Motivation. Instead, aspects of Corporate Culture such as autonomy, belonging, trust, skill development, and alignment with organizational objectives, play a pivotal role in driving Intrinsic motivation.
Long-Term Effort, Learning, Development, and Excellence Psychological research on Neuroplasticity, Mindset, Grit, and Resilience, reveals that excellence is a long term journey of learning and improvement. The 10,000 Hours concept, popularized by Anders Ericsson and Malcolm Gladwell, underscores the significance of Purposeful Practice, with challenging goals, feedback and coaching, in developing expertise. Using short-term performance, to gauge long-term potential and capabilities, may be misleading, and inaccurate.
Suggestions for Improvement
Delinking Monetary Rewards from Feedback, for enhanced Motivation
It might be prudent to de-link monetary and material rewards from performance feedback and coaching. Emphasizing frequent, informal, and documented feedback, including inputs from peers and subordinates, can foster a culture of continuous improvement and motivation. Rewards, and Growth, on the other hand, should depend more on longer term performance, development, potential and capabilities. And it should encompass aspects like attitude, mindset, teamwork, effort, expertise, learning, and adaptability.
Embracing a Culture of Feedback and Development
Shifting towards a culture of regular, constructive, and open feedback, encompassing 360-degree evaluations, can contribute to improved performance, motivation, and productivity.
Prioritizing Learning and Development
Highlighting the pivotal role of learning and development in performance management and talent enhancement, can steer organizations towards excellence and growth. Encouraging active employee participation in their learning and development goals, beyond traditional training programs, to include on the job learning and coaching, can further bolster learning and development..
Embracing Core and Generic Skills and Expertise
Recognizing the rapidly evolving business landscape, organizations should focus on cultivating generic skills and expertise across their workforce. Putting in the “10,000 Hours” of Purposeful Practice, towards these Generic and Core Skills, is essential for effective talent development, excellence, and success. It’s also important to focus on soft skills, like leadership, adaptability and resilience, all of which are critical, for thriving in today’s dynamic environments.
For more on Employee Motivation and Engagement, enroll into my Udemy Course …
Motivation and Employee Engagement, a Research based Guide ! Leadership Insights, Lessons, Strategies; from the Research and Theories, on Human Motivation and Employee Engagement
Discount Link: https://info.emotional-intelligence.courses/motivation
