• Performance Management is Being Disrupted

    Performance Management Is Being Disrupted.  Are Your Leaders Prepared?

    Did You Know?
    Only 5% of leaders are able to effectively manage performance conversations without ratings

    Most people hate performance reviews.  Giving and receiving them.  They’re time-consuming, often demotivating, and put you into a mode of looking back instead of looking ahead.  Worse still, most performance reviews have a polarizing effect on the relationship between leaders and employees.  Emerging research in neuroscience is providing clear evidence to outline the impact of poorly managed performance conversations.  Our brains seek psychological and social factors like predictability, acceptance, fairness and autonomy.  All of which are severely compromised in a performance discussion where we feel we’re being rated, judged and evaluated.  

  • Information is everywhere. So why aren't we communicating better?

    Did You Know?
    Companies with highly effective communication practices enjoy 47% higher returns to shareholders.

    It's happening in virtually every organization and at every level, including yours. People aren't communicating, information is hoarded, silos pop up and we’re working at cross purposes. Whether driven by a lack of time, skill, awareness or unwillingness – individual agendas, the lack of solid relationships, and differences in personalities and work styles are getting in the way of true collaboration and data-driven insights.

  • Employees don't leave organizations. They leave bad managers.

    Did You Know?
    89% of managers believe employees leave for more money. When in fact, 88% of employees leave for reasons that their leader can influence. (Leigh Branham, 7 Hidden Reasons Employees Leave)

    Most leaders are promoted into management roles based on their ability to get results. However, this critical transition requires a fundamental shift into learning not just how to achieve results, but how to do so with and through others. When leaders don’t know how to effectively set expectations, manage performance, provide constructive feedback, recognize and motivate others or coach the potential of their team members – employees become unhappy, unproductive and disengaged.

  • Technical proficiency isn’t enough to enhance performance.

    Did You Know?
    62% identify communication and interpersonal skills as a significant talent shortage in today’s workforce. (ATD, Bridging the Skills Gasp in Workforce Development is Everyone’s Business, 2015)

    Talent and technical expertise may get your employees to do their job satisfactorily, but they aren't enough to generate stronger outcomes – either for themselves or for your organization.

    Improving baseline performance requires training employees to think differently to problem solve and to distill and analyze information to generate critical insights. Transforming into a high performing organization means an equal priority on developing the capability to build relationships and proactively engage with other stakeholders to achieve their desired results.

  • Moving forward together.

    Did You Know?
    63% find it challenging to slow down to link what they’re working on to strategic priorities. (Being Strategic in Uncertain Times, CMC Webinar Poll, 2016)

    Uncertainty about roles. Duplication of effort. Siloed thinking. Unclear end goals. An inability to see the big picture. These can be clear signs of an environment or organization that's misaligned and in a vortex of competing priorities.

    The impact of this misalignment can result in employees and decision-makers being pulled in opposing directions, goals not being clearly communicated, wasted resources, unrealized opportunities and an inability to work together or get along.

  • Check in before your employees check out.

    Did You Know?
    Coaching to maximize productivity is 7X more common in high-performing organizations.

    The frenetic day to day quest to keep an organization on track sometimes discourages or blinds your managers from taking the time to check-in with employee’s on their aspirations, motivation, and development. The result can mean future potential is missed and those who are dissatisfied or disillusioned check out or find somewhere else to go.

    Organizations that are tuned in to their employee’s needs and goals outperform their competition because they can tap into the total talent of their team and apply that to achieve business priorities.

  • The peril and promise of change in the workplace

    Did You Know?
    72% indicate their stress levels are a direct result of the amount of change they experience in their workplace.

    According to our latest RealityChek survey, 86% agree that change in the workplace has increased in the last three years. This pace of unrelenting change can increase stress and take a toll on everyone, from employees and managers up to the C-level.

    With such unprecedented change, you may be noticing growing apathy – with your team feeling stressed, resistant, unmotivated to adapt and burned out. And yet, you’re called to get people aligned, on-board and ready to deliver results.

Stay Connected

Copyright © 2017 CANADIAN MANAGEMENT CENTRE - PROFESSIONAL DEVELOPMENT, MANAGEMENT & CAREER TRAINING | 33 Yonge Street, Suite 320, Toronto, Ontario M5E 1G4, Canada | cmcinfo@cmcoutperform.com