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3.Develop a framework for assessing future performance
Assess employees’ development readiness — their capacity, ability and willingness to take on professional development at a given point in time — not just performance, and align
coaching conversations, and support to their true needs. This may require evolving how you evaluate growth and reframing the value of the process, while also navigating ambiguous situations and meeting organizational needs.
4.Encourage managers to communicate actions needed for future success
Help managers provide feedback on what skills their employees need for the future, in addition to reflecting on their past accomplishments. Increasing transparency of skills across a team encourages cohesiveness, coaching and on-the-job development.
Peer Feedback
5.Gather feedback from co-workers on how employees help fellow team members
A huge part of performance management is feedback from colleagues. Guide managers on how to identify sources of feedback based on who has knowledge of an employee’s work, rather than limiting feedback to the employee’s formal relationships. Peer assessments are a good way to hold employees accountable for demonstrating critical behaviors and get a more comprehensive understanding of their contributions. Just be sure to develop evaluation guidelines that focus on outcomes.
6.Foster an environment of feedback
Encourage employees to recognize their peers’ contributions to create comfort and confidence regarding feedback exchanges. Create a simple approach to seeking and requesting feedback and frequent prompts to focus managers on recognizing and reinforcing good behaviors throughout the year.
Information provided by: Gartner
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