The principle we explore in Chapter 13 of Reconnecting Workspaces is that everyone needs to own performance management and feedback. Gone are the days of one-way feedback chains. In the remote and hybrid space, where we are only seen through the output of our work, we need to shift to an output oriented performance culture. At the same time, employees should be empowered to provide feedback on upwards feedback as well.
Performance management and feedback is not just a once-a-year activity. Feedback needs to be real-time in order to be valuable, rather than delivered weeks or months after something has been done.
Another shift in the remote and hybrid space is that it is likely that it may also be a three- or more-way conversation, given that matrix relationships exist.
Enjoy the conversation!
Jennifer
Performance management and feedback is not just a once-a-year activity. Feedback needs to be real-time in order to be valuable, rather than delivered weeks or months after something has been done.
Another shift in the remote and hybrid space is that it is likely that it may also be a three- or more-way conversation, given that matrix relationships exist.
Enjoy the conversation!
Jennifer
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials
Team and Leadership Development | Coaching | Retreats
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Phone: (416)996-8326
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Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my new book, Reconnecting Workspaces, at Amazon.
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