Companies will fail to engage their employees if fundamental mechanisms such as performance management are failing
That’s the basic premise behind the creation of a new cross-industry group that Chris Carey of Axiom is helping to lead.
Chris has been instrumental in setting up a Special Interest Group (SIG) for Engage for Success (E4S), the UK-based employee engagement movement. The SIG will examine current practice in performance management, uncover the most common weaknesses and identify best practice.
Says Chris: “In recent years, I’ve been struck by the extent to which organisations are trying to embrace the latest employee engagement without the fundamental building blocks in place, such as effective performance management. If employees don’t know what’s expected of them, if they aren’t recognised and rewarded for a job well done and if they aren’t called on under-performance, is it any wonder so many of them are disengaged?
“Organisations either don’t have the right system in place or they haven’t given managers the support they need to implement it.”
Recent research from Deloitte reveals the extent of the problems in performance management. Only 8% of companies report that their performance management process drives high levels of value, while 58% say it is not an effective use of time.
“Well-meant initiatives such as employee wellbeing and digital enablement will not get off the ground if issues such as effective performance management are not championed by leaders and embraced by managers and employees alike,” comments Chris.
The aim of the new E4S SIG is to explore the failings of current performance management processes and to create a framework of best practice tools, case studies and behaviours to enable organisations to harness the value of effective performance management.
E4S is a movement committed to the idea that there is a better way to work and to enable personal, organisational and national economic growth by releasing more of the capability and potential of employees. The E4S SIGs seek to further debate and come to conclusions on specific aspects of employee engagement.
Contact us to find out more about the new E4S performance management SIG and how to get involved.