Are you Developing your People or Managing Them?
At TrainingZone Live this morning, Michele Owens of the Olympic Delivery Authority gave an interesting example of how people reacted to different approaches:
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“When we first used 360 degree feedback, we used it as a performance management tool. It was not popular. So we left it for a year.
“When we introduced it again, we presented it as a development tool. Completely different, people loved it – and even come to me to ask if they can do it.”
It is a good lesson. It reminds me of a discussion I had with a doctor about two surgeries he knew. One used ‘performance management’ to deal with any problems and had a support staff turnover around 50%. The other focused on creating a good working environment and supporting people. They hadn’t lost a member of staff in years.
It comes back to MacGregor’s Theory X and Theory Y. The standard approach to Performance Management is implicitly based on the Theory X idea that people are lazy and need to be managed to perform. Instead Theory Y poses that people are self-motivated and eager to do great work.
Remember that lesson from ODA: People don’t generally enjoy being performance managed, but they love being developed & improving their ability and performance.
So the key question: Is your organisation’s approach based on believing in your people?
- 4 Ways to Improve how you Receive Feedback- Receiving feedback can feel uncomfortable as it can feel like criticism but receiving feedback is important for growth. Here are 4 tips to help you to improve how you receive feedback.
- 6 Tips for Giving and Receiving Constructive Feedback- Learning to give and receive feedback will help your team grow. These tips will improve your feedback game.
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