{"id":1066,"date":"2018-08-21T05:38:08","date_gmt":"2018-08-21T05:38:08","guid":{"rendered":"http:\/\/grosum.com\/topTalk\/?p=1066"},"modified":"2018-08-21T05:38:08","modified_gmt":"2018-08-21T05:38:08","slug":"paul-falcone-performance-management","status":"publish","type":"post","link":"https:\/\/grosum.com\/topTalk\/paul-falcone-performance-management\/","title":{"rendered":"Paul Falcone, Bestselling Harper Collins \/ AMACOM Books author"},"content":{"rendered":"

\"Performance<\/a>Paul Falcone<\/strong><\/a> (www.PaulFalconeHR.com<\/a>) is a human resources executive in Los Angeles who has held senior leadership positions with Paramount Pictures, Nickelodeon, and City of Hope Cancer Research Hospital. Paul is a top-rated presenter and an adjunct faculty member in UCLA Extension\u2019s School of Business & Management. He is a bestselling Harper Collins \/ AMACOM Books author of titles including\u00a096 Great Interview Questions to Ask Before You Hire<\/strong>, 101 Tough Conversations to Have with Employees<\/strong>, 101 Sample Write-Ups for Documenting Employee Performance Problems<\/strong>, 2600 Phrases for Effective Performance Reviews<\/strong>,\u00a075 Ways for Managers to Hire<\/strong>, Develop, and Keep Great Employees<\/strong>,\u00a0<\/i>and\u00a0The\u00a0Performance\u00a0Appraisal Tool Kit<\/strong>.<\/i><\/p>\n

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What is currently missing in the way overall employee performance is being managed?<\/h1>\n

Leaders at many companies in corporate America fail to provide employee feedback regularly<\/a>, and on a larger scale, hold employees accountable for results. Raising awareness about\u00a0performance\u00a0expectations and helping workers set appropriate goals<\/a>, provide quarterly feedback to their managers, and develop an\u00a0\u201cachievement mentality\u201d\u00a0is still a missing link in many organizations\u2019\u00a0performance management programs.<\/p>\n

Given that a company’s workforce now has a significant proportion of virtual and freelance workers, how should performance management include them?<\/h1>\n

Since many freelancers and remote workers are typically\u00a0\u201cinvisible\u201d\u00a0to the organization, it becomes all the more critical that\u00a0expectations\u00a0and measurable outcomes be established upfront, managed throughout the engagement period, and confirmed\u00a0upon\u00a0completion. Project-based work is highly manageable and measurable, but it\u2019s critical that managers keep their eye on the deliverables to minimize drama or last-minute surprises. Setting interim milestones that measure performance and accomplishments are critical to success.<\/p>\n

What are employees, managers and decision makers looking to make performance management more effective?<\/h1>\n

Theories\u00a0abound. . . \u00a0Annual reviews are dead<\/a>, apps now permit real-time feedback, artificial intelligence can\u00a0point\u00a0out\u00a0employees\u00a0who are\u00a0burned\u00a0out, otherwise disengaged, or likely to leave . . . \u00a0If it were only that simple! \u00a0In reality, annual reviews are alive and well,\u00a0but\u00a0they shouldn\u2019t be used in\u00a0lieu of periodic real-time feedback rather than as a culmination scorecard or balance sheet of sorts. Apps that make real-time feedback are great, but only if management is willing to share feedback. And\u00a0artificial intelligence is in\u00a0its\u00a0infancy stages in terms of its\u00a0predictability and usefulness. Don\u2019t limit yourself to only the new-fangled inventions: Insist that your managers hold employees accountable and communicate adequately by setting goals,\u00a0holding 1-on-1 in quarterly feedback meetings that also discuss employees\u2019 professional and career development interests, and capturing feedback accurately during the annual review to teach, reward, and when necessary, minimize liability that could\u00a0stem from wrongful termination litigation.<\/p>\n

What are some of the new things being introduced in Performance Management that are working\/not working?<\/h1>\n

To the points above\u2014when it comes to\u00a0apps, artificial intelligence, and whatnot\u2014nothing replaces one-on-one feedback. \u201cBest bosses\u201d\u00a0are those who have their\u00a0employees\u2019 backs, encourage them to challenge themselves, and create an environment where employees can motivate themselves. That\u2019s what\u00a0leadership, recognition, and accountability look like. It can’t be outsourced, robotized, or otherwise relegated to newer technologies. The strongest leaders will always be people developers, good listeners, and role\u00a0models who demonstrate ethics, transparency, and trust.<\/p>\n

If not periodic appraisals, then what & how?<\/h1>\n

Annual appraisals are still being used in the\u00a0majority\u00a0of companies because those that have\u00a0switched\u00a0exclusively to organic, real-time feedback tools have found that\u00a0little\u00a0information gets passed along. The path of least resistance is avoidance, and no software or app will\u00a0make that responsibility any easier. \u00a0Quarterly\u00a0feedback relating to goal attainment, career and\u00a0professional development, and how to reinvent the workflow in light of the\u00a0organization\u2019s changing needs leads to\u00a0respect, trust, and innovation, which are the hallmarks of the\u00a0highest performing organizations.<\/p>\n

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RELATED RESOURCES:<\/h4>\n

Interviewing Remote Employees: How to Measure and Manage the Unseen<\/a><\/p>\n

Interviewing and Evaluating Freelancers: The New Frontier of Hiring Just-in-Time and Virtual Talent<\/a><\/p>\n

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\"Do<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Paul Falcone (www.PaulFalconeHR.com) is a human resources executive in Los Angeles who has held senior leadership positions with Paramount Pictures, Nickelodeon, and City of Hope Cancer Research Hospital. Paul is a top-rated presenter and an adjunct faculty member in UCLA Extension\u2019s School of Business & Management. He is a bestselling Harper Collins \/ AMACOM Books […]<\/p>\n","protected":false},"author":1,"featured_media":1069,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5],"tags":[],"_links":{"self":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/1066"}],"collection":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/comments?post=1066"}],"version-history":[{"count":3,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/1066\/revisions"}],"predecessor-version":[{"id":1072,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/1066\/revisions\/1072"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/media\/1069"}],"wp:attachment":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/media?parent=1066"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/categories?post=1066"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/tags?post=1066"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}