We’re better off focusing on talents, qualities, skills and the ways for developing them,
than always harping on about improving.<\/p>[\/et_pb_text][\/et_pb_column][et_pb_column type=”2_5″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/marbl.be\/wp-content\/uploads\/2022\/02\/Waardering-e1646568873680.png” alt=”Marbl banner corporate positivity” title_text=”Waardering” _builder_version=”4.17.3″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.17.3″ _module_preset=”default” text_font=”|300|||||||” header_3_font=”|600|||||||” module_alignment=”center” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]
As ever, each year, managers prepare their performance appraisals and then conduct the meetings.<\/p>\n
Targets mark the way, offer focus and tell us what the business wants to achieve in the short and long terms. Hudson recruitment agency has researched some trends in performance management. It has found that 40% of workersare really motivated by meetings to discuss how they perform. However, a question still hangs over the manner in which such meetings are conducted nowadays.<\/p>\n
In more than 8 out of 10 companies, performance management is limited to one review a year. That’s strange, given how quickly organisations change.<\/p>\n
Talking to employees about their professional development and career expectations certainly has a positive impact on performance, but we need to rethink how we approach it. All too often, managers take a backward-looking stance at such meetings, and lay the focus on what the employee did over the past year.<\/p>\n
<\/p>[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.17.3″ _module_preset=”default” text_font=”|300|||||||” header_3_font=”Open Sans|600|||||||” module_alignment=”center” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]
Classic rating systems often aim at identifying ways to improve performance. Hudson’s research shows that this doesn’t make very much sense. Focusing on qualities and talents and how to develop them is better than harping on about doing better.<\/p>[\/et_pb_text][et_pb_text _builder_version=”4.17.3″ _module_preset=”default” text_font=”|300|||||||” header_3_font=”Open Sans|600|||||||” module_alignment=”center” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]
Dialogue<\/p>\n<\/li>\n
Recognition-based<\/p>\n<\/li>\n
Reciprocal commitment<\/p>\n<\/li>\n
Reciprocal motivation<\/p>\n<\/li>\n
The future<\/p>\n<\/li>\n<\/ul>[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.17.3″ _module_preset=”default” text_font=”|300|||||||” header_3_font=”Open Sans|600|||||||” module_alignment=”center” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]
A common goal, knowing what you’re working towards, both individually and as a team: that’s what builds better involvement. And it’s precisely there that many of today’s performance management systems fall short. They’re still too focused on the individual, with no room for dialogue. The ideal system should show what an employee individually and as part of the team contributes to overall business objectives.<\/p>\n
A common goal, knowing what you’re working towards, both individually and as a team: that’s what builds better involvement. And it’s precisely there that many of today’s performance management systems fall short. They’re still too focused on the individual, with no room for dialogue. The ideal system should show what an employee individually and as part of the team contributes to overall business objectives.<\/p>[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.17.3″ _module_preset=”default” text_font=”|300|||||||” header_3_font=”Open Sans|600|||||||” module_alignment=”center” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]
marbl works towards everyone’s development and well-being. We lend support to companies that want dialogue focused on recognition to become an embedded part of their culture. We give our clients share new performance management tools to help them with in conducting recognition interviews and put them into enduring practice.<\/p>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]\n","protected":false},"excerpt":{"rendered":"
We\u2019re better off focusing on talents, qualities, skills and the ways for developing them,
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