LEADERSHIP THROUGH PERFORMANCE MANAGEMENT Leaders help team members develop and grow Katie Hunter AgCareers.com PERFORMANCE MANAGEMENT IS NOT STATIC, IT IS CONSTANTLY CHANGING AND EVOLVING. IT DRIVES ORGANIZATIONAL SUCCESS AND A COMPANY’S ORGANIZATIONAL CULTURE ACCORDING TO DEREK MULHERN, EXECUTIVE LIFE & LEADERSHIP COACH. “Performance management is the systematic approach to defining goals, appraising progress, and offering consistent coaching and feedback.” Mulhern says that it is important to find new ways to be nimble and help employees develop and grow. Traditionally, KPIs (Key performance Indicators) measured and tracked an organization’s ongoing processes and performance metrics. The conversation then changed from measurements by number to measurements of individual achievement known as Outcome Key Results OKR. According to Mulhern these measurements help define and outline what an organization needs to achieve and how to achieve it within a given time. OKRs are a goal-setting framework that can be used to set any goal, but companies often use them for bolder, more aggressive goals. OKRs can help organizations improve their current state and stretch their goals further, allowing for more creativity in how to reach them. OKRs look at measurement holistically, reviewing how employees see themselves in the organization. Mulhern advises that OKRs don’t replace KPIs, but they can help your team achieve them. When used appropriately, OKR’s are agile, team based, help alignment, engagement and are motivating. FEEDBACK According to Quantum Workplace, 71% of employees preferred immediate feedback, even if it is negative. Mulhern shared that 90% of performance reviews are painful for employees and they are often ineffective. Performance reviews are a manager’s most hated task, second only to firing someone. One-on-one meetings should be the managers’ most important meeting of the week. One-on-one meetings allow managers to be good coaches, ask questions and to listen. To share and receive feedback. It is also time to set actionable next steps if needed. It is a time for reviewing how people have felt during their tasks, not about task updates. Task updates should be provided in writing via email. 71% of employees prefer immediate feedback, even if it is negative. 16 FOOD & AGRICULTURE PROFESSIONAL CAREER GUIDE
RkJQdWJsaXNoZXIy MTQyMDk=