Bacon and eggs. Peanut butter and jelly. Chocolate and peanut butter. Learning and performance? Some things are just better together!
Certainly you have heard of the trends going on in performance management; specifically the move towards doing away with ratings and focusing in on how best to truly develop employees. Some companies, like Amazon, T-Mobile and Deloitte, are foregoing the ratings part of performance reviews all together. This trend is likely far-off for any public-sector organizations for any number of reasons: compliance concerns, union negotiations, aversion to change, you name it. But what we do know is that a strong focus on employee engagement is critical to public sector agencies.
In today’s public sector environment, where agency missions are being scrutinized and staff are being reduced, it’s critical to focus on efforts that increase employee engagement and retention. We want to focus on solutions that are low to no-cost and yield high results in increasing employee engagement. Employees want to know their organizations appreciate them and recognize their career needs. Agencies want their employees to be engaged and willing to do more to achieve their goals and the overall mission.
This is where the opportunity to combine learning and performance really takes shape for the public sector. By focusing in on learning needs in a performance discussion, we shift the conversation from one that is looking in the rear-view mirror to one that is looking forward out of the windshield. The traditional performance management process is often an annual event that is process-driven and emphasizes the appraisal and the rating. By combining learning and performance, agencies can shift the performance process to be ongoing, people-centric and focused on leadership development in real-time.
Here are four ways public sector agencies can incorporate learning into their performance processes.
1) Help Employees Understand Their Career Path
Most employees feel that their agencies aren’t open to having discussions about the next step in their career. We also know that as a society, the ones we turn to for career advice are our family or friends. It’s important that agencies recognize that in today’s world of work, the average employee will have several jobs during the course of their career. It’s a fact that if agencies can embrace and actively promote career paths, they’ll be able to create opportunities for their employees—and boost retention. Agencies should be reinforcing these career paths with visibility and transparency to ensure their employees are aware of them and that it’s abundantly clear what’s required for the transitions.
2) Set Goals for Your Employees
In development as in performance, setting goals is important to ensure your employees know their direction and are set up to achieve their goals on a regular basis. Setting goals that are SMART (Specific, Measurable, Attainable, Results-Oriented, Time-Bound) ensures that employees know your expectations and exactly what they’re working towards. Agencies need to know that their investment in development is having an impact. When supervisors discuss development opportunities, they should also address accountability; including performance metrics and establishing benchmarks to ensure a shared responsibility for success.
3) Create and Leverage Development Plans
Most of our employees and supervisors don’t think that current performance development processes are effective. Twice-yearly conversations (mid-year and end-of-year reviews) are increasingly not a best practice because they don’t reflect the needs of modern workers, or the fact that goals can evolve.
By creating a development plan and leveraging it in conversations between your employees and supervisors, you can shift the focus of the conversation to one of development. By having these discussions with our own employees, we let them know that we care about their development and we’re making efforts to constantly improve their skills.
As supervisors, you should be identifying your employees’ learning styles, strengths, and development opportunities. Then, leverage the content and the processes that will meet these developmental needs. Be sure to blend formal training (instructor-led classroom sessions, virtual learning platforms, and mobile-responsive courses) with informal, social learning that allows your employees to collaborate to learn. When employees feel that their agencies are investing in their success, they’ll be more likely to take ownership of their growth and performance—and be more engaged!
4) Feedback, Feedback, Feedback!
Continuous feedback is all around us thanks to FitBit, Yelp, Amazon reviews etc. We’re constantly giving and offering feedback. We also consume this feedback to make determinations. Why then, would we limit our conversations about performance of our employees to twice a year and think it’s effective? These periodic processes are too late to impact performance in any significant matter. By having more conversations on a regular, more frequent basis, supervisors and agencies will know where their employees are in their development and will be able to improve performance of their employees. Which, in the end is the goal of effective development initiatives.
To learn more check out our webinar, "The Secret to Transforming Performance Management is Learning."
Photo: Creative Commons
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
글로벌 스킬 부족 상황에서 살아남기
새로워진 업무 현실은 조직과 직원에게 장기적인 긍정적이거나 부정적이거나 양쪽 방향으로 영향을 미치고 있습니다. 직원들의 스킬을 개발하는 데 집중하는 조직은 이러한 미지의 황무지를 헤쳐 나가려고 고군분투하지 않아도 성공할 수 있습니다. 세계의 성공적인 조직들이 어떻게 스킬을 사용하여 팬데믹 이후 시대에서도 조직과 직원이 살아남고 성장하도록 돕고 있는지, 당신의 조직은 어떻게 이를 실현할 수 있는지 알아보시기 바랍니다. eBook 다운로드 시 확인 가능한 내용: 성과가 높은 조직이 스킬을 통해 시장을 주도하는 방법 고용주와 직원의 신뢰도 격차 및 시사점 전 세계 스킬 개발의 현황 스킬로 주도하여 HPO가 되는 실용적인 전략
모두를 위한 완벽한 학습 경험
변화무쌍한 오늘날의 비즈니스 여건에서는 유연한 적응력을 갖추고 생산성을 높여 조직의 회복탄력성과 성장을 계속해서 시험해봐야 합니다. 시대 흐름에 맞는 수준의 민첩성에 도달하려면 구성원의 성공을 조직 전체의 성공과 연계시켜야 합니다. Cornerstone Learning을 이용하면 귀사의 규모에 맞춰 구성원들에게 현대적인 학습 경험을 제공할 수 있습니다. 구성원, 데이터, 콘텐츠, 시스템을 유기적으로 연결하면 인재 역량 개발도 최적화되고 지속성을 갖습니다.
최고의 인재를 영입하고 유지하기
TalentLink는 채용 프로세스의 능률을 높여 최고의 인재가 귀사에 관심을 보이고 지원하게 하며, 가장 적합한 역할을 매칭시키고 팀 내에 신속하게 적응하여 생산성을 발휘할 수 있도록 합니다. 채용을 진행하는 곳이 한 곳이든 수백 곳이든, 모집자와 채용 담당자가 쉽게 협업하고 지원자를 관리할 수 있어, 입사 지원자가 채용 프로세스를 밟으면서 매 단계마다 귀사가 자신에게 신경을 써주고 소통이 원활하다고 느낄 수 있습니다.