TutGood — отзыв работника «MH Limon» о работе в компании

Performance management. For many companies, it’s the thorn in our sides. We know it needs to be done, but we haven’t figured out how to make it efficient, effective, and a good use of everyone’s time. Developing systematic processes to clarify job responsibilities, priorities, and expectations doesn’t happen overnight. And implementing these things isn’t something that can be done haphazardly. Thorny or not, it’s impossible to create the culture you want and achieve your company goals if you’re not constantly focused on organizational and employee development. The good news is that most employees want to be coached and encouraged to improve their skills and performance. In fact, they often cite the best managers as those who coach, develop, mentor, inspire, encourage and communicate. Unfortunately, most supervisors aren’t doing these things effectively. Take the annual review, for example. Or should we say leave it? Let’s face it. Employers don’t enjoy conducting these reviews and employees don’t like participating in them. There are many reasons why, not the least of which is right there in the name: Review. Often, these sessions are completely focused on looking back at what the employee has already done, making it more of a history class than a planning and development process.