What is the difference between performance management and performance enablement? Well, one is retroactive, and one is current and proactive. Performance Management focuses on past performance and doesn’t necessarily involve the employee’s perspective, potential, or aspirations. Performance Enablement relies on continuous collaboration and feedback to drive confidence and growth. Ready to make the shift to performance enablement?
Truvelop Tip: Enable Instead of Manage
With performance enablement, “the focus is on nurturing talent, fostering open communication, and aligning personal goals with the strategic aims of the organization in a way that is transparent. These components are crucial for creating a workplace where employees are not only motivated but also have access to tools and opportunities they need to thrive and contribute meaningfully to their organization’s success” (Betterworks). So, what does this look like in action?
- Make Learning a Priority: From real-time coaching, to making time for regular training and refreshers, show your team that learning and growth are important. By putting these learning opportunities in front of the employee, you’re empowering and enabling them to take their development into their own hands.
- Clarify Role Expectations: When was the last time you reviewed the job description with your direct reports? By refreshing on what the scope of a role is, you can strengthen your employee’s confidence and enable them to focus on their key objectives.
- Lean on Data: When your data is current and relevant, it’s a great tool to show your employee what kind of progress they’ve made and what adjustments they should make to stay on a positive trajectory.
As we close out Q3, empower your team to perform at their best. Create open communication channels, share regular feedback, and celebrate learning moments whenever you can.