One of the many links I followed on Twitter today took me to a very interesting piece by Terrence Seamon. The article is called “Engagement: A New Lens on Performance Review”. What I like about it is a) it’s a short and simple read and b) it ties engagement, productivity and performance together neatly. Here’s a brief extract and you can click here for the article on Terrence’s blog. Good work.
If a business leader hears about employee engagement and sees the potential in it to raise his organization’s productivity and profitability, how would he link it to his annual performance management process?
Commitment – Essentially, employee engagement comes down to commitment: How committed is the employee to the organization? Let’s cut to the quick on this and say: Employee commitment is directly related to the degree of commitment they feel from the organization. So, if you want high performance from employees, demonstrate your commitment to them. This can take a variety of forms. In the context of performance review, one thing you can do is “turn the tables” and ask the employee for feedback. Ask: How are we doing? What can we do to provide you with better support this year? What are your goals that we can help you with?
Ownership – Some employees are already highly engaged. If you could “pop the lid” on their psyches and peer inside, what would you see? One of the things you’d notice is that they have the attitude of an owner. They take ownership of the things they do. They don’t need much supervision. And they don’t need your feedback either in most cases. In fact, they are their own toughest critics most of the time.