Many organizations are making significant changes to performance review practices, such as asking managers to have more frequent conversations with their direct reports. In a survey of over 11,000 direct reports we asked employees how effective their managers were at providing honest feedback on a regular basis. Only 7% gave their managers high marks.
In a Harvard Business Review article on “The Performance Management Revolution,” the authors write, “hated by bosses and subordinates alike, traditional performance appraisals have been abandoned by more than a third of U.S. companies.” They report that performance focus is shifting from accountability to learning because of the return of people development, the need for agility, and the centrality of teamwork.
Many organizations mandate that managers must complete performance reviews with their direct reports as a way to force some type of coaching conversation. But those discussions often do more harm than good. Zenger Folkman’s research shows:
- Managers that are mediocre at feedback and coaching have employee engagement scores 20 points below the average.
- Managers that do not provide feedback in honest and helpful ways have teams that report 15 points below average on receiving fair treatment.
- In a study of 11,350 employees, only 7% gave their manager high marks on provides honest, straightforward coaching and feedback.
On the other hand, ZF research shows:
- No other leadership behavior correlates higher with increasing employee engagement than a leader’s effectiveness at coaching.
- Leaders effective at coaching have 3 times more team members willing to “go the extra mile.”
- Leaders effective at coaching and feedback have teams reporting 40% less intention to leave.
Improving a manager’s coaching effectiveness involves shifting mindsets (often embedded in organizational culture) and building skillsets. On August 29, ZF Vice President, Jared Harding, will provide a complimentary webinar, What to Do About the Performance Review? showing how management styles impact these important vital conversations. Join Jared to learn:
- The main predictor of effective coaching conversations
- Key differences between autocratic and laissez-faire leadership styles/mindsets (with video examples) and their impact on performance management
- How collaborative leaders regularly coach team members toward forward-looking objectives
- Assess your preferred management/coaching style by receiving an individual report
- The impact of perceived control and influence on work environments and results
- Three steps to choosing the most effective leadership mindset
- How coachee feedback helps improve a leader’s coaching style
Complimentary Webinar Presented by: Jared Harding, VP, Zenger Folkman
Date: August, 29, 2018
Time: 8pm SAST
Length: 50 min. (approx.)
Click here to register.