{"id":37639,"date":"2016-07-05T07:43:34","date_gmt":"2016-07-05T07:43:34","guid":{"rendered":"http:\/\/socialchangeschool.org\/05\/07\/2016\/agile-performance-management-in-an-agile-organisation\/"},"modified":"2023-03-28T11:35:20","modified_gmt":"2023-03-28T11:35:20","slug":"agile-performance-management-in-an-agile-organisation","status":"publish","type":"post","link":"https:\/\/www.socialchangeschool.org\/it\/05\/07\/2016\/agile-performance-management-in-an-agile-organisation\/","title":{"rendered":"#Working4HRM- Agile Performance Management in an Agile Organisation"},"content":{"rendered":"

Emmanuelle Lacroix| Partnership Development Manager for EMEA – Cornerstone OnDemand Foundation| 5 luglio 2016<\/strong><\/p>\n

The \u201cclassic\u201d performance management process tends to bring dread to most of us – managers and team member alike. In many organisations, the performance review has devolved into a mechanical, artificial annual cycle of meetings and box-ticking exercises that leads to little more than forms filling and meaningless ratings. This is particularly true in the non-profit sector where fewer agencies can provide bonuses or performance-related pay increases.<\/p>\n

Much research has taken place around the link between employee engagement and high performance.[1]<\/a> Nonetheless, the historical approach to managing performances often fails to unleash the potential for these transformational results, as staff are not engaged and the management relationship is stuck at the parent-child stage rather than the most efficient one labeled adult to adult as coined by Eric Berne in his \u201cTransactional Analysis\u201d[2]<\/a>.<\/p>\n

So how do we unlock this engagement? Forgive me if this sounds like yet another buzzword, but starting to develop more agility<\/strong> within an organisation is a good place to start.<\/p>\n

First things first: what do we mean by agility? According to one of our report<\/a>s, it is how powerfully an organisation can react and adapt to changes in its operational contexts and how quickly it recognizes and<\/span> closes its workforce\u2019s skills gaps so the latter can be aligned to the former. From this foundational statement, we see how learning and performance management are intrinsically linked.<\/p>\n

So next question: how do organisations become more agile? It will take a range of approaches and shifts in mindset and practices as there is no single path. For the purpose of this blog, let\u2019s focus on learning and performance management, two of our \u201csweets spots\u201d at the Cornerstone OnDemand Foundation<\/a>.<\/p>\n