However, their research also shows that only 27% strongly agree that the feedback they receive helps them, and only 19% report that they\u2019ve talked to a manager about steps to reach their goals.<\/span><\/p>\n What can HR do to bridge this disconnect? Let\u2019s take a closer look at employee and performance development, along with some steps to improve it in your organization.\u00a0<\/span><\/p>\n Performance development refers to an ongoing effort to set performance metrics, help employees understand their performance goals, continually train employees to improve their own skills, and give managers the tools they need to encourage performance. It\u2019s a concept of many parts, with a wide variety of strategies, and it\u2019s no surprise that human resources plays a core role in the process.\u00a0<\/span><\/p>\n The phrase may be expanded to employee and performance development, which indicates the importance of also focusing on employees\u2019 own goals, how they want to progress in the company, and what talents they are interested in growing. Both sides \u2013 the goals of the employer and employee \u2013 are important when planning development.<\/span><\/p>\n We also mentioned the term <\/span>performance management<\/span><\/a> above, and you may be wondering if that\u2019s the same thing. Not quite. Performance management is a more focused field that manages the nuts and bolts of how performance is measured.\u00a0<\/span><\/p>\n This includes choosing performance metrics, appraisals, and checklists, as well as deciding how performance reviews will occur, and what sort of communication should be required between managers and employees. The greater development strategy may encourage updates, revisions, and new methods for performance management.\u00a0<\/span><\/p>\n Let’s run through some key benefits of a strong performance development strategy.<\/p>\n Upskilling and growing employee talent<\/b>: Well-planned performance development encourages employees to improve their skill sets and grow in the company. This helps internal promotion and general workplace satisfaction, and gives companies another feature to highlight when seeking out external talent.\u00a0<\/span><\/p>\n Outperforming competition<\/b>: Aligning employee goals and company performance development can provide a significant benefit compared to competition. It helps with attracting top talent, improving retention rates, focusing on productivity, and many more benefits that help companies stand in contrast to their competitors. Performance development is a practical, internal method to increase market share.<\/span><\/p>\n Clarifying roles and expectations<\/b>: Performance development helps to remove employee confusion about their roles, prevent task creep and burnout, and give employees targeted ways to meet expectations \u2013 and go beyond. New development strategies can also identify problems in this area that may have existed beforehand.\u00a0<\/span><\/p>\n Leaving behind outdated performance mechanics<\/b>: Some types of performance reviews and measurements have aged poorly. Ongoing employee and performance development gives companies the opportunity to identify performance mechanics that don’t have the desired result or are having negative results, and replace them with methods that work better for both employees and management.\u00a0<\/span><\/p>\n Continual coaching for employees<\/b>: Development encourages ongoing coaching, training, and feedback for employees, rather than intermittent reports that can be hard to interpret. This creates a more honest work environment and allows employees to grow at their own pace.<\/span><\/p>\n Defining appropriate accountability<\/b>: Accountability is key in performance management, but not always defined well. Proper development helps define exactly what employees and managers are accountable for, which means problems can be more accurately identified, along with fewer \u201cblame games\u201d in the workplace.<\/span><\/p>\n Now we’ll review some tactics to sidestep possible employee development pitfalls.<\/p>\n Here are some steps to take that will help your performance development strategy succeed.<\/p>\n Know where the organization stands<\/b>. Start with an audit of current performance metrics, surveys of how employees feel about performance and talent growth, and end goals for your performance development. As with many things in HR, you need to know where you are to know where you are going.\u00a0<\/span><\/p>\n Create built-in flexibility<\/b>. This applies to many aspects of performance development, including how employees are evaluated, when their performance reviews occur, and how they train for performance goals. Not all employees work or learn in the same way, and flexibility also helps maintain a work-life balance. Make performance development changes flexible from the beginning, and employees will respond positively.\u00a0<\/span><\/p>\n Create a process to clearly define every position<\/b>. This is right in HR\u2019s wheelhouse. Performance issues often crop up when employees don\u2019t really understand their role or their specific responsibilities. This also leads to task creep over time, which can create other problems. All positions in the organization should have clearly defined responsibilities and performance metrics.\u00a0<\/span><\/p>\n Create an exchange of feedback between employees and employers<\/b>. Performance development thrives when employees and company leaders communicate easily. In addition to standbys like performance reviews and reports, organizations should have sessions of feedback to make sure both sides get a chance to talk \u2013 and listen.\u00a0<\/span><\/p>\n Clearly state how performance metrics are used<\/b>. Organizations should be completely transparent about how performance measurements are used. That includes how they may affect bonuses, raises, promotions, and any other management decisions. Employees should be aware of just what performance metrics mean and how their future may be affected.\u00a0<\/span><\/p>\n Try to avoid annual appraisals<\/b>. Annual appraisals aren\u2019t very useful for any aspect of performance management. Instead, focus on continual management and feedback with the ability to have reviews or meetings whenever necessary. These continuous approaches help employees learn more, give managers more freedom, and generally encourage a smoother, more honest workplace.\u00a0<\/span><\/p>\n These ideas are a helpful starting place when creating an employee and performance development plan of your own. To learn even more, KnowledgeCity has a variety of actionable online courses designed to teach important HR tools and inspire future decisions.\u00a0<\/span><\/p>\n Many of these courses, like the <\/span>helpful Employee and Performance Development<\/span><\/a> course, are designed to be easily viewed on the go and in multiple languages, so you can fit them into personal or group training no matter what your plans are. <\/span>Take a look at our Learning Library<\/span><\/a> to see what other kinds of performance and development courses we offer.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":" How Employee and Performance Development Bolster Your Company’s Success Performance goals, performance reviews, performance scores and skill training \u2013 all of this falls under the broad…<\/p>\n","protected":false},"author":5,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":""},"categories":[4001,4003,126,4000],"tags":[452,309,427,2667,1439,266,1207,4037,526,1143],"acf":[],"yoast_head":"\n![\"Two](\"https:\/\/www.knowledgecity.com\/blog\/wp-content\/uploads\/2022\/10\/How-Employee-and-Performance-Development-Bolster-Your-Companys-Success-1000x667pix.jpg\")
<\/a><\/p>\nDefining Employee Development and Performance Development<\/b><\/h3>\n
Positive Impacts of Employee and Performance Development<\/b><\/h3>\n
How to Avoid Common Mistakes in Employee Development<\/b><\/h3>\n
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Tips for Effective Performance Development<\/b><\/h3>\n
Your Next Steps With KnowledgeCity<\/b><\/h3>\n