RECOMMENDATION F I N D Ask yourself if your performancemanagement approach is I yielding the results you want or is hampering or harming your N employees’ability to perform at their best. Do they view it as G biased, a waste of time, or diicult to maneuver? 6 If so, whatever investment you have madeis, at best, being wasted, and at worst, undermining employees’internal motivation, engagement, and sense of well-being. This could be costly to your business if lower productivity and higher turnover result. Whenwelooked at thosewhoseenablementisintegrated intothetools theyuseevery day,theywere: Modern performance management is really about » Upto20percentage pointsmorelikely tosay they performance enablement, not managing. It is: wereproductive • Forward-looking » Twiceas likely tosay they were being tasked to • Focusedonsettingagilegoalsthatalignwith work on the right things businessobjectives » 25-53percentage points more likely to say they • Achievement-oriented have an easy, intuitive, and flexible way to set, • Deliveredthroughfrequentandstructured update,and trackpersonal and professional goals conversationsand feedbackthat strengthen collaboration,trust,intrinsicmotivation,and a » 41-60 percentage points more likely to say their senseofaccomplishment currentperformancemanagement system helps • Reinforcedbyrecognizingand them to perform better in their work celebratingachievement Thisapproachelevatesandempowers yourpeople, H O culture,andorganization. M E 2023 Global HR Research Report: The State of Performance Enablement 40