Engagement and Performance Management

Engagement and Performance Management

Performance management is broken, such is the conclusion from Deloitte’s Global Human Capital Trend 2014 research:

‘Only 8 percent of companies report that their performance management process drives high levels of value, while 58 percent said it is not an effective use of time.’

Many Leaders, HR and Employee Engagement professionals worldwide echo the findings of this research and fear that ‘new-age’ initiatives such as employee wellbeing and digital enablement will not get off the ground if more fundamental issues such as effective performance management is not championed by leaders and embraced and implemented by managers and employees alike.

Our Purpose

We will explore the failings of current performance management processes and to understand why performance management itself seems to be ‘underperforming’ businesses, particularly in the UK.

Our Activity

We will:

  • look to correlate the relationship of best practice examples of performance management to high levels of employee engagement.
  • identify and create a framework of best practice tools, case studies and behaviours to enable organisations to fully harness the potential benefits of effective performance management to share with researchers/ academics and practitioners.
  • review the most frequently used performance processes, platforms and tools to identify common flaws and failings, as well as examples of what has been proven to work exceptionally well, and put forward new processes based on the outcomes of the above.
  • research the human component in the failure of performance management processes, as well as the behaviours that seem to underpin success. These could include, but not be limited to:
    • Understanding the link between the process and organisational performance
    • The impact of on-going change on the individuals concerned
    • Communication and engagement skills
    • Management focus
    • The behaviours being modelled by leaders, etc.
  • identify methods and create recommendations to measure the effectiveness of revised approaches to performance management

Initial Research Findings

From the initial research that has taken place, the group have published their initial findings and were delighted to be invited to present these as part of the CIPD Applied Research Conference. To see more on their initial findings click here.

Get Involved

The group are interested in working with more organisations to understand more about the topic and the potential interventions to help make performance management more engaging. This can be through a short series of 1-1 interviews or through a broader survey approach. Whichever option you choose, this confidential free consultancy by our experienced practitioners will provide insight into how engaging your performance management is whilst providing a broader understanding to others through this collaborative research.

This Group is led by Frazer Rendell, Director of E-Trinity Consultancy. For more information or to Join this Group, email frazer@e-trinityconsultancy.com

Join the Conversation

TAG Content

This high performing team delivers gold medal EFS events

By Stephanie Ball Triple Paralympian and former captain of the GB wheelchair rugby team Andy Barrow has teamed up with business improvement specialist and our South East Area Network Ambassador Frazer Rendell to host online events on the topic of high-performing teams.   Since March of this year, Frazer and Andy have been delivering a unique insight into the shared motivators that help engage athletes and employees. They have created [...]

6 Management Behaviours that Create Highly Engaged Teams

Whatever stage you are at with regard to managing your teams during the COVID-19 crisis, it is likely you are going to need to consider how you can relive your organisation’s performance management process as new norms continue to evolve. The Engage for Success Performance Management Thought and Action Group (TAG) has been undertaking research [...]

Show #282: Latest Findings from the EFS Performance Management TAG

Special Guest: Frazer Rendell and Geoff Boot of our Performance Management Thought and Action Group The Performance Management TAG was set up 4 years ago to understand what is that managers of highly engaged groups are doing differently during performance management, than those lower engaged groups. Once the research is complete, the aim is to [...]

Initial Findings from Performance Management TAG Research

Performance Management is a key HR and Operational practice that is an easy target for criticism from managers who often say they are not happy with the process, or that the information and feedback provided from the process is inaccurate. This has led to a lot of research and articles about what is and isn’t [...]

By continuing to use the site, you agree to the use of cookies. more information

The cookie settings on this website are set to "allow cookies" to give you the best browsing experience possible. If you continue to use this website without changing your cookie settings or you click "Accept" below then you are consenting to this.