We've been doing some really interesting stuff around performance management with a client of ours who is launching their new performance review process. A few questions to ponder on:
What is the difference between a goal and motivation? Sometimes 'SMART' is not enough, and sometimes we can be motivated by a goal which isn't well defined.
How should you measure success? How do you do this in a busy world?
How do you give feedback which will change attitudes?
When is it best to use a coaching style and when should you be more directive?
Over August, we will be putting up some of our own thoughts on these questions and performance management in general.
Feel free to add to the debate!
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