Performance planning, coaching, and review are the foundation of any well-designed performance management system, but the results of a recent study suggest that leaders are falling short in meeting the expectations of their direct reports.
Researchers from The Ken Blanchard Companies teamed up with Training magazine to poll 456 human resource and talent-management professionals. The purpose was to determine whether established best practices were being leveraged effectively.
The survey found gaps of 20-30 percent between what employees wanted from their leaders and what they were experiencing in four key areas: Performance Planning (setting clear goals), Day-to-Day Coaching (helping people reach their targets), Performance Evaluation (reviewing results), and Job and Career Development (learning and growing.)
Use these links to download a PDF or PNG version of a new infographic that shows the four key communication gaps broken down into ten specific conversations leaders should be having with their team members.
Are your leaders having the performance management conversations they should be? If you find similar gaps, address them for higher levels of employee work passion and performance.
You can read more about the survey (and see the Blanchard recommendations for closing communication gaps) by accessing the original article, 10 Performance Management Process Gaps, at the Training magazine website.
I think that Performance Up and Talent Development (of management) are the objects of organizations. Interpersonal Communication Skills is a means to an end of people engagement. The survey findings of gaps of 20-30 percent between what employees wanted from their leaders and what they were experiencing in four key areas is a meaningful output. I wish you come up to their expectations.