WEBVTT

00:00:00.272 --> 00:00:01.633
Meet two employees.

00:00:01.799 --> 00:00:04.498
Kate excels at her job yet feels frustrated.

00:00:04.804 --> 00:00:06.478
Her efforts go unnoticed.

00:00:06.513 --> 00:00:08.653
Sam has other challenges to overcome.

00:00:08.685 --> 00:00:12.554
His lost motivation is now dead weight for the organization.

00:00:12.589 --> 00:00:15.240
We know this not only from performance reviews,

00:00:15.275 --> 00:00:17.239
but from transparent documentation.

00:00:17.300 --> 00:00:19.124
For Kate, performance management

00:00:19.159 --> 00:00:20.923
helps her to continue to improve.

00:00:20.958 --> 00:00:24.496
For Sam it can define a path to resolving his issues.

00:00:24.531 --> 00:00:27.342
But performance management offers Kate and Sam more,

00:00:27.377 --> 00:00:30.784
an understanding of how they fit into
the larger workplace culture.

00:00:30.819 --> 00:00:33.377
They can see the big picture and the parts

00:00:33.412 --> 00:00:35.226
they play in the organization's success,

00:00:35.261 --> 00:00:37.668
because in spite of their performance differences,

00:00:37.703 --> 00:00:40.656
they're both being recognized, and that's no small thing.

00:00:40.691 --> 00:00:43.703
All the data confirms that positive recognition

00:00:43.738 --> 00:00:46.123
of performance from multiple sources is key

00:00:46.158 --> 00:00:48.420
to building a positive, productive workplace,

00:00:48.455 --> 00:00:49.913
and helping to create leaders.

00:00:49.948 --> 00:00:53.052
But if high performing employees feel their work goes unnoticed

00:00:55.025 --> 00:00:56.777
their productivity will suffer

00:00:56.812 --> 00:00:59.015
and they'll be more likely to leave the organization,

00:00:59.050 --> 00:01:01.822
often for a place where they are recognized and valued.

00:01:01.857 --> 00:01:04.256
If problem employees don't receive feedback,

00:01:04.291 --> 00:01:05.415
how will they improve?

00:01:05.598 --> 00:01:07.526
The way performance is managed

00:01:07.561 --> 00:01:09.446
and documented makes all the difference.

00:01:09.481 --> 00:01:11.963
Performance management can be used as a tool,

00:01:11.998 --> 00:01:14.603
for setting goals, for team building,

00:01:14.638 --> 00:01:17.696
for better communications, to enhance trust,

00:01:17.731 --> 00:01:21.207
to ensure accountability and to maintain transparency.

00:01:21.242 --> 00:01:24.176
For Kate and Sam, performance management can transform

00:01:24.211 --> 00:01:27.137
them on a day-to-day basis and over the course of their careers,

00:01:27.172 --> 00:01:29.597
while vastly improving the organizational culture.

00:01:29.632 --> 00:01:32.861
And we can all recognize that is a very good thing.