Performance Management and Leadership Development

  There are multiple issues related to performance evaluation in the organization, where underperformance takes a critical place as it’s required to be handled very strategically, sensitively, immediately as this directly impacts on the overall productivity, quality and engagement of the employee as they do not meet the expected standards and not achieve their full potential towards the organization. It is evident that exploring and strategically addressing underperformance improves overall performance and forms a highly positive, well-motivated, valued and interestingly engaged environment in the organization. Underperformance? It’s a situation where employees’ productivity or outcome, way of behavior engagement towards the job or assigned role falls below the generally expected level. Such as ·        Lower productivity : efficacy or outcome not up to the expected standard level. Poor quality of work : Completion of the given work ...

  In the competitively challenging era leadership required to be extended beyond the typically required technical skill and strategic planning towards the EQ or EI (Emotional Intelligence) to ensure effective leadership. EI is the capability of recognize, understand and control one’s own emotions while also being attuned to the emotions of others. As which will ultimately enhance the organization’s success by uplifting performance and creativity. Leaders with high emotional intelligence can navigate complex social interactions, resolve conflicts, and build stronger relationships, ultimately fostering a more positive and productive work environment (Goleman, 1995). Understanding Emotional Intelligence Emotional intelligence consists of multiple elements. Listing the primary five elements: Self-Understanding – Identifying and understanding personal emotions and their influence on others. Self-Control – Controlling and redirecting disruptive emotions a...

In the modern and digitalized era, organizations are highly depending on and utilizing data driven analytics to improve their performance management strategies. The typical practices of annual performance reviews are slowly replaced by data driven analytics and assessment systems. Through the implementation of data driven analytical approaches data collection, processing and summarizing even larger employee groups also became more convenient with the deeper insights, ultimately helpful to observe, design and develop the employee to align into the personal and organizational goals in the successful long run. Understanding Performance Management Performance management is a structured process through which organizations evaluate, guide, and enhance employee performance. Historically, this was primarily done through annual or periodic reviews, where managers assessed employees based on predefined criteria. However, these traditional methods were often criticized for being infrequent, s...

360 Degree feedback is a widely used performance assessment methodology to gather evaluation and feedback from multiple sources, those are from the immediate reporting managers to colleagues, subordinate and the clients. This expanded evaluation provides wider insights into performance, commitment and leadership qualities. By having the exact assessment feedback, which will ultimately help to navigate the path, and the process required for the fruitful long run of the person as well as the organization. Like the two sides of the coin, 360-degree feedback assessment methodology also having the positive and negative impacts. Therefor to get robust insights from the evaluation, it’s vital to evaluate the positive and negative impacts strategically to optimize the effectiveness of the assessment process and the outcome. The process As shown in the image the feedback is collected from the endorsement of the various parties. Managers Top Management Peers Subordinates Self-a...

what is succession planning It’s all about identifying, developing and readily having skilled employees with easy access to appoint to the key leadership roles for crucial positions which could arises with the business needs. Succession planning is a prime methodology to meet the long-term business sustainability and leadership continuity. Identifying the potential employees and developing their leadership competency with the different types of training, programs and leadership tools to ensure that they are the ideal individuals to step into key roles when the need arises. Human Resources (HR) plays a pivotal role in this process by designing structured programs, fostering leadership development, and aligning succession plans with overall business objectives (Rothwell, 2020). The Importance of Succession Planning To ensure business continuity. Ensures smooth leadership transitions and minimizes disruptions (Rothwell, 2020). To increase engagement and r...

  Coaching and Mentoring for Leadership Development Skills and knowledge are the key components which drive the sustainability and the growth of the employee in the highly competitive workplace. Developing leadership skills and improving professional knowledge are crucial aspects for career success, organizational success through attributing to drive performance and innovation. Among the various strategies for leadership development, coaching and mentoring stand out as powerful tools for fostering growth, enhancing capabilities, and ensuring the sustainability of leadership pipelines (Northouse, 2021). Both Coaching and mentoring contribute significantly to leadership development by improving decision-making, confidence, and interpersonal skills (Garvey et al., 2017). But scopes are different in their approach and focus. Defined as Coaching is a structured, goal-oriented process in which a coach helps a leader develop specific skills, improve performance, and...

Key Performance Indicators (KPIs) for Measuring Employee Success Introduction Key Performance Indicators plays a vital role in the challenging era to evaluate and understand the employee journey with the organization through evaluating the productivity and the engagement for and with the organization. Having solid and specified KPIs is must for an organization as those increases employee engagement, productivity and creates a win-win situation for both employees and the organization. KPIs provide quantifiable metrics that help businesses evaluate individual and team contributions towards organizational goals (Kaplan & Norton, 2004). Collective effort and its outcome define the organization’s stance. It’s where KPIs play a critical role as every employee should clearly understand their roles, responsibilities and expectations to lead the organization towards success.     Importance of SMART KPIs Setting a KPI should clearly d...

From the very beginning, yearly or annual performance reviews are considered as a prime and foremost tool to assess the performance of the employee. But it’s been questioned by many industries about productivity and effectiveness. Since this became the key topics in the major research and suggest that traditional performance approaches are not only ineffective but also negatively affect the e mployee motivation, productivity and performance of the employee. (Aguinis, 2019) Annual Performance Review and the drawbacks Delayed Feedback (Once in 12 Months) Reviews feedback and ratings ar e given o nly once a year in the traditional review, most of the feedback is given so long after from the occurrence, which will restrict the opportunities to rectify and redesign the process and the approaches. In contrast, research indicates that employees perform better when they receive immediate and ongoing feedback (London & Smither, 2002). Employees require positive feedback to motivate ...