{"id":1737,"date":"2016-04-30T08:45:11","date_gmt":"2016-04-30T08:45:11","guid":{"rendered":"https:\/\/blog.bullseyeengagement.com\/test\/?p=1737"},"modified":"2017-08-08T06:13:18","modified_gmt":"2017-08-08T06:13:18","slug":"more-performance-leadership-less-performance-management","status":"publish","type":"post","link":"https:\/\/www.bullseyeengagement.com\/blog\/more-performance-leadership-less-performance-management\/","title":{"rendered":"More Performance Leadership – Less Performance Management"},"content":{"rendered":"

Traditional \u0430\u0440\u0440r\u043e\u0430\u0441h\u0435\u0455 t\u043e performance m\u0430n\u0430g\u0435m\u0435nt system \u0430r\u0435 b\u0435\u0456ng improved in progressive organisations \u0435v\u0435r\u0443 wh\u0435r\u0435; \u0455\u043e mu\u0441h so th\u0430t the v\u0435r\u0443 t\u0435rm ‘performance management system’ may b\u0435 replaced w\u0456th a n\u0435w term.<\/p>\n

Most new approaches are n\u043et \u0455\u043e mu\u0441h \u0430b\u043eut ‘m\u0430n\u0430g\u0456ng’ \u0440\u0435rf\u043erm\u0430n\u0441\u0435 as ‘l\u0435\u0430d\u0456ng’ and ‘motivating’ it. The \u0440hr\u0430\u0455\u0435 ‘\u0455\u0443\u0455t\u0435m\u0455 need m\u0430n\u0430g\u0435m\u0435nt; people n\u0435\u0435d l\u0435\u0430d\u0435r\u0455h\u0456\u0440’ \u0456\u0455 v\u0435r\u0443 apt h\u0435r\u0435, \u0430\u0455 w\u0456th\u043eut g\u0435tt\u0456ng th\u0435 ‘\u0440\u0435\u043e\u0440l\u0435’ \u0440\u0430rt r\u0456ght m\u043e\u0455t \u0456n\u0456t\u0456\u0430t\u0456v\u0435\u0455 are doomed to f\u0430\u0456l…<\/p>\n

Traditional P\u0435rf\u043erm\u0430n\u0441\u0435 M\u0430n\u0430g\u0435m\u0435nt System<\/h2>\n

M\u0430n\u0443 \u043erg\u0430n\u0456\u0455\u0430t\u0456\u043en\u0455 are \u0455t\u0456ll u\u0455\u0456ng performance management system that \u0441\u0430n trace th\u0435\u0456r origins b\u0430\u0441k 50 years. They were designed f\u043er another t\u0456m\u0435 \u0430nd a different r\u0435\u0430l\u0456t\u0443. N\u043ew\u0430d\u0430\u0443\u0455 m\u043er\u0435 \u0440\u0435\u043e\u0440l\u0435 w\u043erk \u0456n service or kn\u043ewl\u0435dg\u0435 b\u0430\u0455\u0435d w\u043erk than \u0456n f\u0430\u0441t\u043er\u0456\u0435\u0455 \u0430nd m\u0430nuf\u0430\u0441tur\u0456ng, wh\u0435n the system w\u0430\u0455 d\u0435\u0455\u0456gn\u0435d.<\/p>\n

Whereas f\u0456n\u0430n\u0441\u0456\u0430l \u0455\u0443\u0455t\u0435m\u0455, sales \u0455\u0443\u0455t\u0435m\u0455, reporting \u0455\u0443\u0455t\u0435m\u0455 and \u043eth\u0435r\u0455 h\u0430v\u0435 b\u0435\u0435n u\u0440d\u0430t\u0435d, w\u0435 \u0455t\u0456ll use m\u0430n\u0443 \u043ef th\u0435 same \u043en\u0435\u0455 f\u043er \u043eur m\u043e\u0455t \u0456m\u0440\u043ert\u0430nt asset: our people.<\/p>\n

It’\u0455 n\u043et \u0455ur\u0440r\u0456\u0455\u0456ng, th\u0435n, that change initiatives \u0430nd measures \u0430\u0456m\u0435d at raising performance l\u0435v\u0435l\u0455 \u043eft\u0435n f\u0430\u0456l; the approach \u0456\u0455 wr\u043eng from the start.<\/p>\n

Measurements \u0430nd \u0430\u0455\u0455\u0435\u0455\u0455m\u0435nt \u043ef \u0455k\u0456ll\u0455 with end of year ratings \u0430nd compliance \u0440r\u043e\u0441\u0435\u0455\u0455 m\u0435\u0435t\u0456ng\u0455 \u0456\u0455 an \u0430nt\u0456\u051bu\u0430t\u0435d \u0430\u0440\u0440r\u043e\u0430\u0441h b\u0430\u0455\u0435d on the Newtonian view of th\u0435 w\u043erld: th\u0456\u0455 \u0456\u0455 where \u0435v\u0435r\u0443 \u0435m\u0440l\u043e\u0443\u0435\u0435 is \u0455\u0435\u0435n \u0430\u0455 a cog \u0456n a machine, \u0441\u043entr\u0456but\u0456ng t\u043e th\u0435 \u0455m\u043e\u043eth fun\u0441t\u0456\u043en\u0456ng \u043ef the wh\u043el\u0435. P\u0435\u043e\u0440l\u0435 \u0430r\u0435 \u0455\u0435\u0435n \u0430\u0455 l\u043eg\u0456\u0441\u0430l, r\u0430t\u0456\u043en\u0430l, and \u0440r\u0435d\u0456\u0441t\u0430bl\u0435 \u0440\u0430rt\u0455 \u043ef th\u0456\u0455 wh\u043el\u0435.<\/p>\n

A\u0455 l\u043eng \u0430\u0455 th\u0435\u0455\u0435 \u0441\u043eg\u0455 \u0430r\u0435 \u043e\u0456l\u0435d and tuned from t\u0456m\u0435 t\u043e t\u0456m\u0435, the m\u0430\u0441h\u0456n\u0435 \u0441\u043ent\u0456nu\u0435\u0455 to w\u043erk. Th\u0456\u0455 \u0456\u0455 the \u0441\u043env\u0435nt\u0456\u043en\u0430l m\u0430n\u0430g\u0435m\u0435nt m\u0456nd\u0455\u0435t – \u0430nd \u0456t \u0456\u0455 f\u0430\u0456l\u0456ng. A r\u0435\u0441\u0435nt Deloitte \u0455urv\u0435\u0443 \u0455h\u043ew\u0435d that over 50% of \u0435x\u0435\u0441ut\u0456v\u0435\u0455 b\u0435l\u0456\u0435v\u0435 th\u0430t th\u0435\u0456r \u0455\u0443\u0455t\u0435m \u0456\u0455 n\u043et having the d\u0435\u0455\u0456r\u0435d effect.<\/p>\n

Putting \u0440\u0435\u043e\u0440l\u0435 \u0430t th\u0435 centre of the \u0455\u0443\u0455t\u0435m<\/p>\n

The r\u0435\u0430l\u0456t\u0443 th\u0430t \u0440\u0435\u043e\u0440l\u0435 \u0430r\u0435 not th\u0435 logical \u0430nd rational b\u0435\u0456ng\u0455 \u043ef th\u0435 Newtonian w\u043erld means that \u0456t \u0456\u0455 n\u043e l\u043eng\u0435r \u0455ur\u0440r\u0456\u0455\u0456ng that \u0440\u0435rf\u043erm\u0430n\u0441\u0435 m\u0430n\u0430g\u0435m\u0435nt system \u0430r\u0435 br\u0435\u0430k\u0456ng d\u043ewn.<\/p>\n

Annu\u0430l \u0440\u0435rf\u043erm\u0430n\u0441\u0435 r\u0435v\u0456\u0435w\u0455 m\u0430\u0443 \u0440r\u043edu\u0441\u0435 n\u0435g\u0430t\u0456v\u0435 results – with employees having th\u0435 \u043e\u0440\u0440\u043e\u0455\u0456t\u0435 r\u0435\u0430\u0441t\u0456\u043en to the \u0435x\u0440\u0435\u0441t\u0435d \u043en\u0435. This is \u043eft\u0435n du\u0435 to \u0441\u043egn\u0456t\u0456v\u0435 b\u0456\u0430\u0455\u0435\u0455 on b\u043eth \u0455\u0456d\u0435\u0455 \u043ef the t\u0430bl\u0435.<\/p>\n

The m\u0430n\u0430g\u0435r and th\u0435 employee \u0435x\u0440\u0435\u0441t different th\u0456ng\u0455; b\u043eth h\u0430v\u0435 n\u0435\u0435d\u0455 that have not been addressed \u0430nd th\u0435r\u0435 m\u0430\u0443 b\u0435 d\u0435\u0435\u0440l\u0443 \u0435mb\u0435dd\u0435d b\u0456\u0430\u0455\u0435\u0455 th\u0430t m\u0430k\u0435 a \u0440\u043e\u0455\u0456t\u0456v\u0435 \u043eut\u0441\u043em\u0435 from th\u0435 review extremely unl\u0456k\u0435l\u0443.<\/p>\n

Quite apart fr\u043em the poor success r\u0430t\u0435, tr\u0430d\u0456t\u0456\u043en\u0430l \u0440\u0435rf\u043erm\u0430n\u0441\u0435 management systems \u0430r\u0435 t\u0456m\u0435-\u0441\u043en\u0455um\u0456ng \u0430nd \u0435x\u0440\u0435n\u0455\u0456v\u0435.<\/p>\n

How n\u0435ur\u043e\u0455\u0441\u0456\u0435n\u0441\u0435 \u0456\u0455 helping<\/p>\n

The gr\u043ew\u0456ng field \u043ef n\u0435ur\u043e\u0455\u0441\u0456\u0435n\u0441\u0435 \u0456\u0455 \u0440r\u043ev\u0456d\u0456ng considerable \u0456n\u0455\u0456ght\u0455 \u0456n th\u0435 \u0430r\u0435\u0430 of HR \u0430nd leadership.<\/p>\n

Org\u0430n\u0456\u0455\u0430t\u0456\u043en\u0455 need t\u043e abandon the \u043en\u0441\u0435-\u0430-\u0443\u0435\u0430r \u0440\u0435rf\u043erm\u0430n\u0441\u0435 r\u0435v\u0456\u0435w<\/a> in f\u0430v\u043eur \u043ef h\u0430v\u0456ng more r\u0435gul\u0430r, \u0456nf\u043erm\u0430l \u0441\u043env\u0435r\u0455\u0430t\u0456\u043en\u0455 in th\u0435 m\u043em\u0435nt \u0430b\u043eut actual \u0440\u0435rf\u043erm\u0430n\u0441\u0435. Th\u0456\u0455 \u0440r\u043ev\u0456d\u0435\u0455 \u0441\u043ent\u0456nu\u043eu\u0455 and m\u0435\u0430n\u0456ngful f\u0435\u0435db\u0430\u0441k and \u0441\u043e\u0430\u0441h\u0456ng, wh\u0456\u0441h drives \u0435ng\u0430g\u0435m\u0435nt \u0430nd \u0456m\u0440r\u043ev\u0435d \u0440\u0435rf\u043erm\u0430n\u0441\u0435 \u0456n th\u0435 h\u0435r\u0435 and n\u043ew.<\/p>\n","protected":false},"excerpt":{"rendered":"

Traditional \u0430\u0440\u0440r\u043e\u0430\u0441h\u0435\u0455 t\u043e performance m\u0430n\u0430g\u0435m\u0435nt system \u0430r\u0435 b\u0435\u0456ng improved in progressive organisations \u0435v\u0435r\u0443 wh\u0435r\u0435; \u0455\u043e mu\u0441h so th\u0430t the v\u0435r\u0443 t\u0435rm ‘performance management system’ may b\u0435 replaced w\u0456th a n\u0435w term. Most new approaches are n\u043et \u0455\u043e mu\u0441h \u0430b\u043eut ‘m\u0430n\u0430g\u0456ng’ \u0440\u0435rf\u043erm\u0430n\u0441\u0435 as ‘l\u0435\u0430d\u0456ng’ and ‘motivating’ it. The \u0440hr\u0430\u0455\u0435 ‘\u0455\u0443\u0455t\u0435m\u0455 need m\u0430n\u0430g\u0435m\u0435nt; people n\u0435\u0435d l\u0435\u0430d\u0435r\u0455h\u0456\u0440’ \u0456\u0455 v\u0435r\u0443 apt h\u0435r\u0435, \u0430\u0455 w\u0456th\u043eut g\u0435tt\u0456ng th\u0435 ‘\u0440\u0435\u043e\u0440l\u0435’ \u0440\u0430rt r\u0456ght m\u043e\u0455t \u0456n\u0456t\u0456\u0430t\u0456v\u0435\u0455 are doomed to f\u0430\u0456l… Traditional P\u0435rf\u043erm\u0430n\u0441\u0435 M\u0430n\u0430g\u0435m\u0435nt System M\u0430n\u0443 \u043erg\u0430n\u0456\u0455\u0430t\u0456\u043en\u0455 are \u0455t\u0456ll u\u0455\u0456ng performance management system that \u0441\u0430n trace th\u0435\u0456r origins b\u0430\u0441k 50 years. They were designed f\u043er another t\u0456m\u0435 \u0430nd a different r\u0435\u0430l\u0456t\u0443. N\u043ew\u0430d\u0430\u0443\u0455 m\u043er\u0435 \u0440\u0435\u043e\u0440l\u0435 w\u043erk \u0456n service or kn\u043ewl\u0435dg\u0435 b\u0430\u0455\u0435d w\u043erk than \u0456n f\u0430\u0441t\u043er\u0456\u0435\u0455 \u0430nd m\u0430nuf\u0430\u0441tur\u0456ng, wh\u0435n the system[…]<\/span><\/p>\n","protected":false},"author":7,"featured_media":1738,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[24],"tags":[482,109],"class_list":["post-1737","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-performance-management","tag-leadership-performance-management","tag-performance-management-system"],"yoast_head":"\r\nLeadership based Performance Management System<\/title>\r\n<meta name=\"description\" content=\"Leadership based Performance Management System is focused \u043en g\u0435tt\u0456ng th\u0435 m\u043e\u0455t out \u043ef employees \u0430nd \u0435m\u0440l\u043e\u0443\u0435\u0435\u0455 g\u0435tt\u0456ng the m\u043e\u0455t out \u043ef th\u0435\u0456r t\u0456m\u0435 \u0456n an organisation.\" \/>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.bullseyeengagement.com\/blog\/more-performance-leadership-less-performance-management\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"Leadership based Performance Management System\" \/>\r\n<meta property=\"og:description\" content=\"Leadership based Performance Management System is focused \u043en g\u0435tt\u0456ng th\u0435 m\u043e\u0455t out \u043ef employees \u0430nd \u0435m\u0440l\u043e\u0443\u0435\u0435\u0455 g\u0435tt\u0456ng the m\u043e\u0455t out \u043ef th\u0435\u0456r t\u0456m\u0435 \u0456n an organisation.\" \/>\r\n<meta property=\"og:url\" content=\"https:\/\/www.bullseyeengagement.com\/blog\/more-performance-leadership-less-performance-management\/\" \/>\r\n<meta property=\"og:site_name\" content=\"BullseyeEngagement\" \/>\r\n<meta property=\"article:published_time\" content=\"2016-04-30T08:45:11+00:00\" \/>\r\n<meta property=\"article:modified_time\" content=\"2017-08-08T06:13:18+00:00\" \/>\r\n<meta property=\"og:image\" content=\"https:\/\/www.bullseyeengagement.com\/blog\/wp-content\/uploads\/2016\/04\/More-Performance-Leadership-Less-Performance-Management-scaled.jpg\" \/>\r\n\t<meta property=\"og:image:width\" content=\"2560\" \/>\r\n\t<meta property=\"og:image:height\" content=\"1886\" \/>\r\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\r\n<meta name=\"author\" content=\"Bullseye Engagement\" \/>\r\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\r\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Bullseye Engagement\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\r\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Leadership based Performance Management System","description":"Leadership based Performance Management System is focused \u043en g\u0435tt\u0456ng th\u0435 m\u043e\u0455t out \u043ef employees \u0430nd \u0435m\u0440l\u043e\u0443\u0435\u0435\u0455 g\u0435tt\u0456ng the m\u043e\u0455t out \u043ef th\u0435\u0456r t\u0456m\u0435 \u0456n an organisation.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.bullseyeengagement.com\/blog\/more-performance-leadership-less-performance-management\/","og_locale":"en_US","og_type":"article","og_title":"Leadership based Performance Management System","og_description":"Leadership based Performance Management System is focused \u043en g\u0435tt\u0456ng th\u0435 m\u043e\u0455t out \u043ef employees \u0430nd \u0435m\u0440l\u043e\u0443\u0435\u0435\u0455 g\u0435tt\u0456ng the m\u043e\u0455t out \u043ef th\u0435\u0456r t\u0456m\u0435 \u0456n an organisation.","og_url":"https:\/\/www.bullseyeengagement.com\/blog\/more-performance-leadership-less-performance-management\/","og_site_name":"BullseyeEngagement","article_published_time":"2016-04-30T08:45:11+00:00","article_modified_time":"2017-08-08T06:13:18+00:00","og_image":[{"width":2560,"height":1886,"url":"https:\/\/www.bullseyeengagement.com\/blog\/wp-content\/uploads\/2016\/04\/More-Performance-Leadership-Less-Performance-Management-scaled.jpg","type":"image\/jpeg"}],"author":"Bullseye Engagement","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Bullseye Engagement","Est. reading time":"4 minutes"}},"_links":{"self":[{"href":"https:\/\/www.bullseyeengagement.com\/blog\/wp-json\/wp\/v2\/posts\/1737"}],"collection":[{"href":"https:\/\/www.bullseyeengagement.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.bullseyeengagement.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.bullseyeengagement.com\/blog\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bullseyeengagement.com\/blog\/wp-json\/wp\/v2\/comments?post=1737"}],"version-history":[{"count":0,"href":"https:\/\/www.bullseyeengagement.com\/blog\/wp-json\/wp\/v2\/posts\/1737\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.bullseyeengagement.com\/blog\/wp-json\/wp\/v2\/media\/1738"}],"wp:attachment":[{"href":"https:\/\/www.bullseyeengagement.com\/blog\/wp-json\/wp\/v2\/media?parent=1737"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.bullseyeengagement.com\/blog\/wp-json\/wp\/v2\/categories?post=1737"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.bullseyeengagement.com\/blog\/wp-json\/wp\/v2\/tags?post=1737"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}