According to a report by Gallup, the purpose of performance management is to improve the quality of work, productivity, and other business outcomes, but traditional approaches have consistently fallen short. Employee disengagement in the United States costs companies $1.2 trillion, and initiatives focused on improving it has become a growing priority. With the ever-evolving and shifting workplace, managers need to realize that the wants and needs of employees are always changing. There is also a need to create a thriving work culture for both Millennials and members of Generation Z.
A key to inspiring maximum performance for employees is not by a scoring system and offering standardized feedback based on their score – despite the wide use of this technique. Instead, managers could create a process that creates intrinsic motivation that will benefit both the employees and the organization. When employees solve their problems and create their aspirations and expectations, empowerment and motivation happen. Another critical aspect of engagement is to instil trust, which creates a reliable, enriched, and interactive environment for the development of employees. As a result, employees will make more connections, solve problems faster, figure things out faster, and innovate better.
Every employee longs to work in organizations that they are proud to support. Hence, it’s essential to create a culture of high engagement. Managers need to continually challenge their teams, allowing them to grow and advance, and to establish policies that fuel intrinsic motivation. Maintaining an engaged workforce can go a long way to enhance employee development and company growth.