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Performance Management Trends

The document discusses emerging trends in performance management for 2020. Four major trends are highlighted: 1) Increased focus on coaching to help team members adapt and improve skills; 2) Separating performance evaluations from compensation discussions; 3) Personalizing jobs, schedules and training for each individual team member; and 4) Greater emphasis on emotional health, stress management, and preventing isolation through social activities and check-ins. These trends reflect efforts to create continuous feedback, empower employees, and support overall well-being.

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Saurabh Krishna Singh
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42 views2 pages

Performance Management Trends

The document discusses emerging trends in performance management for 2020. Four major trends are highlighted: 1) Increased focus on coaching to help team members adapt and improve skills; 2) Separating performance evaluations from compensation discussions; 3) Personalizing jobs, schedules and training for each individual team member; and 4) Greater emphasis on emotional health, stress management, and preventing isolation through social activities and check-ins. These trends reflect efforts to create continuous feedback, empower employees, and support overall well-being.

Uploaded by

Saurabh Krishna Singh
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Lindsay Sutherland

MGMT 406

Vivienne Talbert

26 January 2020

Performance Management Trends

In a field as dynamic and fast-changing as human resource management, the new year is seeing

human resource teams trying new approaches that include recent scientific insights, productivity

research and technology developments. The traditional annual review is on its way out at more and

more organizations, with increasing focus on continuous performance appraisal and management.

Organizations are refining the metrics they track and the amount and types of team member feedback

they include in their processes. Managers are expected to coach team members to help them realize

their potential. More organizations are looking to separate goals setting and evaluations from

compensation discussions. And jobs, schedules and training are getting more personalized. While

human resource professionals have been reading about some of these trends for a couple of years,

actual rollouts have mostly been limited to a few large organizations. Below are four major

performance management trends to look for in 2020.

 Coaching

Team members come into a new job with a set of talents and competencies but how well they

adapt and improve depends a lot on how and how well, they are coached. Along with changes

in how performance reviews are conducted, coaching helps to focus discussions on what is

needed for future success.

 Separating evaluations and compensation


Many organizations that have moved to continuous feedback have also taken the next step and

separated performance evaluation from any discussion about compensation.

 Job Personalization

Personalization is moving out of the realm of business-to-consumer commerce and into almost

every arena of human activity. This trend means empowering team members to find the best

path to mastering skills needed to do their jobs.

 Increased focus on emotional health and stress management

Most human resource professionals know that employees’ mental health is just as important as

their physical health. When team members aren’t getting what they need, their work suffers.

Research by the British government found that the number of people who left their job due to

mental health was 50% higher than the number who left for physical health reasons. It is

important to create an atmosphere of understanding and openness where team members

dealing with emotional stress and more serious mental health issues are comfortable discussing

any difficulties they are experiencing with work. Organizations can help by creating a framework

for discussion and finding assistance, when appropriate. One of the main things that negatively

impacts team member mental health? Feelings of isolation and loneliness in the workplace.

Regular check-ins with both onsite and remote team members in person or via a phone call,

team celebrations and company-supported social activities are all low-cost ways to keep

team members feeling supported and recognized.

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