7 Steps To Performance Potential & Avoid The Performance Paralysis Trap

Written by: Ashley Wickham 

In 1960 McGregor stated ‘all we can do is set up certain conditions that will maximise the probability of employees developing an interest in what they are doing and remove the conditions that function as constraints’.

Are we working to that aim?

The Performance Process has been with us for some while and perhaps it’s time for a refresh.

Called an Appraisal Process, Performance Management Process, Performance Development Process- I could go on. It is generally an annual process, with some formal milestones throughout.

At best, it is directly linked to business success and motivates and empowers people to achieve their goals; at worst, it is an expensive labour intensive form filling exercise.

It should ideally be used as a vehicle to motivate, to set goals and to create development plans that include personal learning resources like face to face workshops, coaching, company curated bespoke elearning content, third party elearning content, internal mentors, virtual training and a whole host of other L&D approaches.

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