The previous two posts discuss some workplace trends in 2019. So far, the challenges that should be answered by successful leaders center on the decreased agility at workplace. These are all the results of ineffective communication between the leaders and employers. However, as cited by Christine Comaford on Forbes, problems within an organization may also be the results of ineffective leadership style. The following sessions focus on this aspect.

Workplace Trends in 2019: Performance Reviews

The survey conducted by Gallup found that fewer than 15% of employees are optimistic that performance reviews benefit them in terms of performance. If so, the performance reviews do not inspire them to improve. Why? They question the accurateness and fairness of the reviews.

Therefore, successful leaders should be able to differentiate between performance motivation and performance management. The workplace trends in 2019 include the shift from performance management to performance motivation. Performance management has been a wrap. This is particularly true in future-oriented organizations, where young talents and millennial take part.

Workplace Trends in 2019: The Shift to Performance Motivation

Actually, the two have some fundamental differences:

1. In performance management, job descriptions are tied to responsibilities. They outline daily tasks based upon the structures. They have little to do with outcomes and impacts of those tasks to the organization’s performance as a whole.
2. Performance motivation work based upon key performance indicators. Impact descriptions define that every role and structure exists to help the organization achieve the impacts. Every role has certain values to the team. In other words, performance motivation is key performance-based.
3. In performance management, there is a career path development. The focus of human resource development is to make sure the employees fit the available chart in the organization. This is a top-down development system. Employees just need to follow what the organization has laid down.
4. Performance motivation has individual development plans. The focus is growth based upon the team members’ potential and competence. Discussions focus on the job skills and leadership skills, as well as the timeline required to achieve them. In conclusion, employees determine their individual plans to support the organization’s key performance indicators.
5. Performance management system applies leader-generated performance reviews. The review is top-down. The team members feel being tested and they do not have equal voices. As a result, safety and sense of belonging mattering decrease.
6. The performance motivation system applies self-evaluations with leader feedback. This way, the employees evaluate themselves and assess their past performance. The leaders give feedback based upon the self-evaluations. As a result, safety and sense of belonging increase, since the employees can see how they impact the organization’s key performance indicators.

In conclusion, the workplace trends in 2019 include the shift to the performance motivation. With the system, the team members feel empowered to understand their roles. They feel trusted to achieve their targets as a way to achieve the organization’s key performance. This way, the employees as team members feel encouraged to design key steps to do their tasks and roles based on the organization’s vision.