“The frenetically-evolving business landscape is making organizations re-think their people practices. After all, people – the creators of the organization’s success – need guidance and support in meeting goals. So far, this agenda was met through the framework of Performance Management, which worked on the belief that employees, processes and results need to be ‘managed’.
But times have changed and traditional Performance Management is no longer up to the task.Performance Management focused on the past – on processes that measured an employee’s performance over the entire year. These processes fell flat when dealing with day-to-day performance issues, and resulted in managers dwelling mainly on employees’ weaknesses.
It also made it difficult to evaluate performance, except for very poor performers or truly high achievers.In a forward-facing environment, organizations realize the need for a new approach such as Performance Enablement, which holds the belief that performance must be guided and supported, not by managing people, but by enabling them. The essence of Performance Enablement is that every conversation between a Leader and his/her people can be a developmental one.
Thus, it throws light on what is coming in the way of learning, what are the solutions, what people need to do differently and hence what new skills need to be learnt for everyday performance. Performance Enablement looks at how employee needs and organizational needs overlap. When the two are in sync, it leads to a win-win. The result: organizational success is multiplied by targeting the success of each individual in the organization.For Leaders, Performance Enablement demands that they step outside their comfort zone and adapt to the different learning styles of their people, while continuing to learn on their feet. They need to enhance their leadership presence, communication style and readiness to coach and mentor. In other words, they need to transform into the best version of themselves.”