95% of managers aren’t satisfied with their performance management practices?
Are you among them?
The unfortunate truth about performance management is that many of its practices are still stuck in the past. What worked in the 1950s does not work now.
But you might wonder, why should we make the shift to a more progressive form of performance management. It’s because as times change and the landscape of work changes, the methods we use to measure performance should change as well.
When it comes to engagement, there’s a lot of hubbub over the end results. What organizations should really focus on is the factors that drive engagement, that is, the process through which organizations can reap the long-term benefits of employee engagement.
Many different things can drive organizations and they can vary from organization to organization. But the one thing that does not change is the fact that all organizations need engagement.
Employee engagement is proven to not only improve an organization’s overall productivity but also decrease rates of absenteeism. Engaged employees show up to work like clockwork and work well when they show up. No wonder engagement has such an impact on an organization’s bottom line!
