In my earlier blog post, I talked about the "Coaching & Development Model" being at the heart of a "Development Driven Performance Management" approach. Following my post, we had a very interactive webinar covering the"5 Steps to Development Driven Performance Management." today. Thanks to the over 200 folks who registered for the webinar. Here is the summary of the results of polling questions we asked the audience:
Poll question #1: What is your primary purpose for performance management?
|B. Equity (driving compensation and promotion)||26%|
|C. Business result improvement||64%|
It is encouraging to note that an overwhelming majority of organizations in this survey seem to be really keen on performance management driving business results. A couple of years back, a majority would probably have called out compliance as key driver.
Poll question #2: Which model of performance management are you using today?
|A. Competitive Evaluation||15%|
|B. Coaching and Development||43%|
|C. Hybrid Model||35%|
This is another interesting trend. More than seventy percent of organizations in this survey are incorporating "coaching & development" in one form or another into their performance management process.
Poll Question #3: Where does your organization stand in using real-time feedback in performance management today?
|A. Actively using it||0%|
|B. Some parts of the organization using it||75%|
|C. Does not use right now, but considering it||17%|
|D. No plans for using it right now||6%|
This is another encouraging sign. Seventy-five percent of the organizations in this poll, are incorporating real time performance feedback at least in some of parts of their organization.
Poll question #4: How would you characterize manager-employee interactions for performance management in your organization right now?
|A. Once-a-year performance review||48%|
|B. Some parts of the organization using it||34%|
|C. Employees and managers meet frequently to hold performance discussions||11%|
|D. Inconsistent performance review process||4%|
A vast majority of organizations still seem to be using an annual performance review process instead of managers and employees having frequent interactions related to performance management.
If you missed the webinar and want to learn more about the steps you can follow to effectively implement a "Development Driven Performance Management" approach please click on the link below to listen to the webinar recording.