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If you’re working in the field of HR or in management, there’s no doubt that performance improvement forms a key component of your profession and daily work. But in 2017, the emphasis is on people and their performance will take on a whole new focus.
Here are 8 Performance Improvement predictions that will (no doubt!) impact your workplace in 2017:
1. PEOPLE FOCUS
People will become the focus again and management will begin to understand that training and skills development is not always ‘the carrot’ that attracts or retains employees.
2. MANAGERS AND THEIR PERFORMANCE ROLE
There will be a renewed emphasis on how management values its employees. In this regard the core focus will be on management’s role in improving and sustaining performance through a ‘valued’ approach.
3. EMPLOYEES AND STRATEGY
Employees will be playing a bigger role in the overall strategic organisational picture. Their ‘voice’ will be heard and there will be an end-to-end people-focus where employees (at all levels) will be involved in strategy formulation.
4. HOLISTIC PERFORMANCE
Holistic Performance Improvement will become a huge factor (especially as budgets for people development will shrink) and managers realise employees should not always blamed when performance drops.
5. PERFORMANCE AND SUSTAINABILITY
Green performance practices for any organisation will also be key in driving eco-friendly work ethics as part of performance sustainability.
6. PERFORMANCE RETENTION
The focus on performance retention will become critical as the competition for talent becomes stronger. In addition, working virtually will become an important factor to consider when making employment offers.
7. PERFORMANCE GOVERNANCE AND CARBON FOOTPRINT
People, particularly millennials, will become more sensitive to the environment and the carbon footprint their organisations leave and the up-to-date governance that will facilitate this.
8. ORGANISATIONS MANAGING PERFORMANCE
There will be a change in how organisations approach managing performance. The traditional performance management practices will fall away and people will decide how their performance will be assessed (read more).
How do you think the performance landscape will change in 2017? And what are your greatest challenges when it comes to performance in your organisation? I would love to hear your thoughts and views (please inbox me at firstname.lastname@example.org).